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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.

After preparing for Y2K, anthrax and hurricanes, HR and legal professionals must now turn their attention to pandemic planning ...

Five former Nextel employees who received settlements from a class-action discrimination lawsuit have filed suit against Nextel and the law firm that brokered the settlement ...

Q. How should we compensate an hourly employee for an out-of-town, two-day (9 a.m. to 5 p.m.) seminar? In particular, should we pay for the hours during the overnight hotel stay, since the employee must sleep there to be ready for the next day's session? —N.G., North Carolina

Q. Are employers required to pay for overtime hours resulting from the employee voluntarily switching shifts with another employee? —E.R., Kansas

Q. We are a small company and can't afford to have an employee on extended leave. Can we legally terminate an employee who is called to jury duty and assigned to a lengthy trial? —J.W., New Jersey

Q. Many of my former employees want me to provide post-employment references, but I'm afraid of liability. Can I ask them to sign a release giving me permission to provide references that would absolve me from any liability? —A.K., Virginia

A new law signed last month by Gov. Rendell, The Organ and Bone Marrow Donor Act, grants employers a tax credit if they offer paid organ-donor leave to their employees. State Rep. Robert Godshall (R-Montgomery) proposed the bill (HB 153) after hearing how some would-be organ donors would be deterred by potential economic losses from missing work ...

Wondering how your health care benefits measure up against those of other Michigan employers? Find out by participating in McGraw Wentworth’s 2007 Mid-Market Group Benefits Survey ...

Even if you pay employees—such as day laborers—on a daily basis, you can’t use that tactic to avoid paying overtime for hours worked beyond 40 in a week ...

Q. One of our full-time employees, age 60, is ill and expected to be out six months. We'd like to make her position part time, because we need to hire an additional part-timer in another department. Essentially, we'd like to split her full-time job into two part-time positions. Is this legal? —D.H., Texas