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.

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Employers must stay abreast of an alphabet soup of federal laws—ADA, ADEA, FMLA and so forth—each with its own requirements. To comply, you first must know which laws apply to your business, based on the number of people you employ. Here's how to tell which laws affect your workplace ... and which ones you can safely ignore.

The Fair Labor Standards Act (FLSA) requires employers to compensate employees for any time spent on the job that benefits the employer. There are, however, some exceptions. For example, if employees use their own time to study materials that will qualify them for promotions, that time generally doesn’t have to be paid ...

Former HarperCollins book publisher and celebrity biographer Judith Regan has filed a $100 million lawsuit claiming a senior executive at News Corp. in 2004 encouraged her to lie to federal investigators about her past affair with former New York City Police Commissioner Bernard Kerik ...

After using up their available 12 weeks’ unpaid FMLA leave, many new mothers request additional time off. If you agree to additional time off to be covered by a short-term disability policy, check to see if that policy includes job protection. If it doesn’t, you don’t have to hold her job or even reinstate her. Don’t, however, start the search for her replacement while the employee is still on FMLA leave ...

Free speech protections don’t apply to on-the-job speech, a U.S. District Court judge ruled, ending round one of Debbie Almontaser’s legal bid to regain her job as principal of the Khalil Gibran International Academy in Brooklyn ...

Searching for a way to send and receive faxes through e-mail, so you can banish the time-consuming, paper-eating fax machine?

How can you cut operating expenses down to size? Using more independent contractors might be the answer. But you can’t simply label workers as “independent contractors” when it suits your needs. Stick to your guns for legit arrangements. In a pinch, you might rely on “Section 530 relief” to bail you out.

The following sample policy was excerpted from The Book of Company Policies, published by HR Specialist, © 2010. Edit for your organization’s purposes. _____________________________ “Employees have access to one or more forms of electronic media and services (computers, e-mail, telephones, voice-mail, fax machines, external electronic bulletin boards, wire services, on-line services, the Internet and the […]
The following sample policy was excerpted from The Book of Company Policies, published by HR Specialist, © 2010. Edit for your organization’s purposes. _____________________________ “The facilities to provide Internet access at ZYX come at considerable resource cost and commitment. The Internet’s vast informational and educational capabilities can help us all do a better job, but […]
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