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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We keep copies of our employees’ licenses, certifications and continuing-education certificates. When an employee leaves or is terminated, do we have to hold on to those copies?

We drug test regularly. Do I have to put the test results in a separate confidential file ...

Some of our managers keep personnel files that they don’t share with HR. Basically, these are “journals” about their employees. Is that OK, or should everything be kept in a centralized personnel file?

It’s a nightmare to keep paper copies of all our employees’ time sheets. I can scan them and save them in electronic format. Can I throw out the paper copies after I scan them in?

We store most of our records off site. Are there any consequences of keeping them there?

Q We have an employee whose wife is in a hospital intensive-are unit. The employee has asked for FMLA leave. Is this an FMLA-eligible reason, even though the employee isn't providing "care" as the law requires?

The number of companies that utilize health savings accounts (HSAs) as a way to reduce health care costs is on the rise. According to a recent survey by Spencer Benefits Reports, HSAs were offered by 28% of employers in 2006, up from 12% in 2005; 41% said they plan to offer them this year. Unfortunately, employee interest is not keeping up. The same report put the average employee adoption rate at a paltry 3%.

Q Historically, we have allowed employees to take two hours off with pay on days when there are federal, state, or local elections. Our new vice president of HR says only certain employees are entitled to such leave and that it’s not paid leave. What are our obligations under Georgia law?

Q We have received separate requests for time off for court appearances from three employees. What are our obligations under the law?

When the U.S. Senate failed to pass comprehensive immigration-reform legislation last month, the problem didn’t go away. Now states are stepping in to craft local solutions to problems related to undocumented immigrants. Employers are likely to bear the enforcement burden.