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Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

Managers traditionally use employee development plans to give employees a say in the direction of their careers and to assess the organization’s future talent pool. Instead of using the tool just to focus on what an employee’s career would look like over the next one to five years, what if you used it to focus on what the person’s life would look like during that period? ...

It doesn’t take much for employers to become liable for sexual harassment once someone in authority knows (or should have known) about the probability that harassment will occur. Actual knowledge that harassment has occurred isn’t necessary. In fact, liability can be triggered by something as minor as an employee’s comment that she is “uncomfortable” around a co-worker ...

Figuring out who should be classified as exempt or hourly is undoubtedly one of the hardest parts of an HR professional’s job. Get it wrong, and your organization may owe thousands in back pay and penalties ...

The U.S. Supreme Court let stand a lower court ruling that a group of employees at a Georgia carpet company can use state and federal anti-racketeering laws to sue their employer ...

Curtiss-Wright Corporation was ordered to pay $9 million to former HR exec Joyce Quinlan after a Newark Superior Court jury found that the company denied her promotions because of her gender and then fired her when she filed a complaint ...

Q. Our company manufactures plastic tubing. Our general manager is requesting that men not wear sleeveless or tank-top shirts, due to sweat and appearance. He said women can wear them as long as their shirts are seamed. Is this legal? —C.M., Texas

Q. Our drug and alcohol policy states: “While on company premises and while conducting business for the company off premises, no employee may use, possess, distribute, sell or be under the influence of alcohol or illegal drugs.” It's very clear how this applies at the work site. But some of our staff asked if this also applies to them when they travel or attend out-of-town seminars at hotels. Does our policy still hold up in this situation? —V.S., New Mexico

Q. Our company has been unable to secure financing and will run out of cash in the next four to six months. We may have to shut down and lay off all 200 workers. At what point do we have to notify employees of the possible closing? —R.Y., Maryland

Q. Our company wants to begin screening applicants for illegal drugs. Can we make job offers conditional on the results of a drug test? —K.P., Louisiana

Q. Our company merged with another company. Are we required to complete a new I-9 form for each employee who worked for the other company, or are these employees "grandfathered" in? —J.M.