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. Can a business require employees to use direct deposit of paychecks? —N.C., Kansas

Q. Under our written company policy, an employee who fails to give 20 working days' notice before resigning forfeits any earned vacation days. Is this policy lawful? —C.R., Wisconsin

Q. We have an employee with an increasing body odor problem. The problem is so bad that co-workers are complaining about having to interact with her. We need to discuss the problem with the employee. Are there any legal issues that we need to be concerned about? —T.M., Texas

Ninety-one percent of employers that provide coverage for fertility treatment haven't experienced a related increase in their medical costs, according to a new survey of 900 employers by Mercer Health and Benefits ...

Q. One of our employees normally reports to a facility. But he's out on workers' comp and is doing light duty in the office, which is an extra hour of commuting time. I know we don't have to pay for his commuting time, but what about his travel expenses? —M.T., Massachusetts

A senior chemist with nearly 20 years of experience in the Department of Environmental Protection (DEP) has filed a whistle-blower complaint ...

A police sergeant who sued the borough of Haledon for discrimination recently won a $450,000 settlement ...

Q. When an employee returns from maternity leave, do we have to give her the very same job she had or can she be put to work in a different type of position? —J.B., North Carolina

Q. Some of our employees routinely ask to use FMLA when they are five, 10 or 15 minutes late. It creates a scheduling nightmare and hurts morale. Does FMLA cover employees who are consistently tardy for work? —M.P., Florida

Q. Our company of 15 employees manufactures labels in California. We have an employee whom we want to move from the day shift to the swing shift. Although this employee has the most seniority, he has the least experience with the presses we run during the day. When we told the employee of our plans, he said that moving him would be illegal. Is he correct? We are worried that if we move him and he quits, it won't be the last time that we hear from him. —T.R., California