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.

New York employers in the restaurant industry need to be vigilant. The state’s minimum wage law places tight restrictions on how you divvy up money collected in a tip pool ...

Q. Due to rising premiums, our company is looking into alternatives to reduce our group health benefit costs. Several employees are on our plan and their spouses' plan. They are willing to go off our group plan if we compensate them “x” amount of dollars each month. Is it legal to offer the medical insurance benefit or a cash alternative? —S.P., Michigan

Q. Some employees have complained anonymously that an employee is receiving preferential treatment because she's the wife of a manager. How can we defuse this situation? Should I transfer her to another warehouse? —B.B., New York

Q. I know that it's illegal to ask applicants certain questions, like whether they are married. Are there any questions I can't ask a previous employer or reference? —F.T., Maine

Good news for New Jersey employers: When the New Jersey Department of Labor reviews an employee's unpaid-overtime claim and orders back pay, the employee can't file a separate lawsuit in federal court asking for more money and attorneys' fees to boot. Labor's decision is final; case closed ...

Your organization may spring for pizza when everyone works late or buy a cake for employees’ birthdays. But employer-provided food can do more than fill the bellies of hungry staff ...

With all the talk about workplace privacy, remember that your organization, not the employee, owns the computers and the data in them. You needn’t fear a privacy lawsuit if you give permission for law enforcement to read e-mail, search hard drives or access phone numbers on company-owned cell phones ...

Q. A pregnant employee eligible for FMLA wants to take the 12 weeks of leave. Our leave policy says an employee on FMLA must first use his or her sick, vacation and personal leave, in that order, before the leave is unpaid. In this case, the employee has enough sick leave for the 12 weeks. But should she be allowed to use sick leave for the entire 12 weeks? Is this in our best interest? —M.P., Texas

Q. While on unpaid leave, one of our staffers applied for and was granted workers' compensation. This person has not expressed any interest in returning to work. She may even be working for someone else. Can we terminate her? —A.L., New York

Q. Is drug testing permitted under Maryland law? —L.R., Maryland