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.

The FMLA allows employees to take job-protected leave for the birth or adoption of their child. But can an employee legally take FMLA leave when his or her child is having a baby? In most situations, the answer is "no." But that's not always the case ...

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 ...

If your organization’s OSHA safety poster is showing its years, now’s a good time to order a new one: OSHA just released a new version of the It’s the Law poster ...

It pays to keep some records longer than you think you’ll need them. For example, any notes, correspondence, medical certifications and other documents related to an employee’s FMLA leave request should be kept a minimum of three years ...

Q. How far can we go to make sure that employees aren’t taking advantage of our company while they’re out on workers’ comp leave? Can we, for example, call them at home to make sure they are resting and not out working another job or abusing the system? —D.V., Illinois

Q. When do we have to count “on-call” time as hours worked?—L.G., California

Q. Our company policy says employees who work on holidays are paid time-and-a-half. If an exempt employee works on a holiday, can I pay him time-and-a-half? —R.E., Iowa