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 following sample policy was excerpted from The Book of Company Policies, published by HR Specialist,© Edit for your organization’s purposes. _____________________ “In order to avoid interruption of work and protect you from unnecessary annoyance, solicitation of or by employees is prohibited in work areas during work time. Work time does not include lunch or [...]
The following sample policy was excerpted from The Book of Company Policies, published by HR Specialist, © 2007. Edit for your organization’s purposes. _____________________ “FMLA-eligible employees may take unpaid leaves of absence for the following reasons: “Family leave: The birth of your child or the placement of a child in your home for adoption or [...]
The U.S. Labor Department’s Employee Benefits Security Administration has published a new guide that helps employers navigate the evolving practices involved in offering health savings accounts (HSA).
The U.S. government’s main survey on wages and benefits, Employer Costs for Employee Compensation, offers a good quarterly snapshot that can help you benchmark your company’s pay and perks. The latest report says employer costs for wages and benefits average $26.86 per hour.
When it comes to productivity and employee retention, it pays to create new ways to keep your employees happy. Here are three examples of small companies that keep business humming along.

401(k) plans have long been able to use automated phone systems, e-mail, and the Internet to provide required notices and allow employees to make elections and consent to distributions. Final regulations now give plans the option of conforming to the Electronic Signatures in Global and National Commerce Act, otherwise known as the E-SIGN Act, or sticking to their current electronic systems. The regs also expand the plans that may communicate electronically, to include health plans and health savings accounts, cafeteria plans, educational assistance plans, and plans that provide qualified transportation fringe benefits. The regs are effective for notices provided to employees on or after January 1, 2007.