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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To comply with the state smoking ban, Honda Motor Co. made its Marysville plant and surrounding property smoke-free on Feb. 8. By Feb. 9, visitors and employees began driving off the property to smoke ...

Ohio’s public pension funds must dump more than $500 million in investments with companies that do business with Iran and Sudan, lawmakers decided in June ...

It’s still the safest place for small children in a car, but the back seat may not be the best place to stow your company’s backup data ...

If too many of your employees are using their leave to stay home with sick children, it might be time to add back-up child care to your menu of benefits ...

When Armonk, NY-based IBM announced it would change its pension programs in 2008, the company promised employees a financial-planning and education-benefit program to ease the transition ...

The ADA says disabled employees are entitled to reasonable accommodations—but the key phrase is “reasonable” ...

Do you spell out all the details about the internal job opportunities you make available? If you don’t, you should
—including the negatives ...

The FMLA guarantees a qualified employee up to 12 weeks’ unpaid leave and the right to return to the same job (or a substantially similar one) after the leave ends. But employees don’t always return ...

The U.S. Supreme Court has ruled unanimously in a closely watched overtime case that employees classified as home health care workers aren’t entitled to some Fair Labor Standards Act (FLSA) protections ...

n a 5-4 ruling, the U.S. Supreme Court has handed employers a major victory. No longer will you have to worry that an employment decision you made years—even decades—earlier will come back to haunt you ...