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.

Q. We require employees to wear uniforms. Can we deduct from their paychecks the money to pay for the uniform or clean it? —L.B., Massachusetts

Q. A long-standing employee recently took leave under the FMLA to give birth, but her twins have many medical complications. She exhausted her eligibility under our disability carrier and isn't eligible for long-term disability because she's not disabled. We want her back, but she can't commit to even 20 hours a week. What are our obligations under the FMLA, and would this individual be entitled to unemployment compensation if we terminate her? —G.B., New York

Q. One of our employees has been out on disability leave for almost 16 months. He says he wants to return to work, but only if we give him a supervisory position without a lot of strenuous activity. We have no such position available. We've offered him other positions, but he's refused them all. Can we legally terminate him? —L.B., North Carolina

Q. I would like to fire an employee who is unpleasant to work with. We simply don't “click.” Do I have to have cause to terminate him? —A.C., Virginia

If you think safety issues may be lurking in your workplace, don't wait until an accident or injury brings OSHA calling. Otherwise, the agency will surely do a top-to-bottom inspection and catch even minor problems. That can mean a hefty penalty, as one Georgia carpet manufacturer recently learned ...

Federal law says you must grant employees "reasonable accommodations" for their religious beliefs and practices. But that doesn't mean that any employees who are told they must work on their Sabbath have an automatic lawsuit ...

If you use employment contracts for independent contractors or senior-level managers, make sure those contracts contain enough "wiggle room" to terminate for cause based on your subjective performance assessment ...

Q. We have an employee who is going to be out eight weeks for a qualifying serious health condition. The employee isn't requesting to use FMLA leave because she has enough paid sick leave. Can employees choose not to use FMLA leave even though they meet the qualifications? —C.T., Georgia

In recent years, unions have pushed to organize well-compensated professionals. In response, employers have argued that those professionals form part of the management team and, therefore, are not eligible for union representation. Last month, the employers' view won out ...

Two black employees working in the Nashville plant of Michigan-based USF Holland recently won $350,000 each in a race-discrimination lawsuit ...