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.

Q. I told an employee who takes lots of intermittent FMLA leave that all of her time out of the office (no matter what it was for) would count against her FMLA time. My VP called me in and told me I was wrong and that was absolutely NOT the law. What is the best way to track her intermittent leave? Do I ask for documentation each time? —J.S., Texas  

Courts view interns the same as employees: as “agents” of your organization. So should you. If you use interns or plan to, advise supervisors to manage them as closely as employees, if not more so. And apply your workplace policies to them ...

If your employees work on scaffoldings or other positions in which they could suffer a fall, take note: Scaffolding and fall-protection requirements top OSHA’s new list of the most-violated safety and health standards ...

According to a new survey by consulting firm BlessingWhite, 41 percent of executives and managers say their employers’ approach to career development fails to meet their personal needs ...

Employees who come to HR with discrimination complaints may already have talked to a lawyer. They may be building a case and just waiting for someone to make a mistake. It’s your job to make sure that doesn’t happen ...

If you hire emotionally disabled employees, be sure to integrate them into your regular staff meetings and events. Avoid treating them as a separate (even if equal) component of your work force ...

Q. We are rewriting our vacation pay policy. Currently, we have two categories of hourly employees. Can we offer 10 vacation days after two years to some employees and five days for the same period to other employees? Can we offer different benefits to salaried and hourly employees? —S.P., Washington

Q. We have an exempt supervisor who's accumulated more than 400 hours of comp time over the past year. It's almost impossible for her to take 400 hours of comp time and do her job. What is our obligation to pay for this comp time? How can this issue best be resolved? —G.H., California

Q. Is it mandatory for a nonexempt employee to take at least a 20-minute meal break after working a certain number of hours? —M.M., Illinois

Q. Is there any way to obtain I-9 forms pre-printed in Spanish? —A.B., California