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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Q. Our policy provides employees with five days of paid sick leave each year. If workers do not use all this time off, are we required to pay them for that time or roll it over to the next year? ...

Q. With school starting, can you remind us what our obligations are to grant workers time off to participate in their children’s school-related activities? ...

Q. An employee recently confided to us that he has a drug problem and would like to take several weeks off to participate in a rehabilitation program. Does the California Labor Code require us to grant him time off?

Under California law, you don’t have to pay employees for on-call time unless you “control” how they spend that time. If you structure their responsibilities properly, you don’t have to pay them for every hour they’re on call. You can even pay them a flat fee for their on-call shifts. The key is the amount of freedom you give the employees to choose how they spend their time while waiting for your call. The more time they can spend on personal activities, the better ...

California Superior Court jury in Fresno has awarded $5.85 million to a former Fresno State volleyball coach who filed a discrimination suit after she was fired in 2004. The award covered back wages, future lost pay and emotional distress ...

Fresno city policeman, who claimed the city forced him into early retirement following an on-duty motorcycle accident, has settled his age-discrimination and failure-to-accommodate claim for $825,000 ...

Q. We post all open positions on our web site. Is there a law (or at least a guideline) that requires jobs be posted for a certain period? We post most jobs for five days, but leave them posted for 10 days if it’s a position for which we have few minorities apply. No one knows why. Should we continue? —D.M., Missouri ...

The title of recent congressional hearings—“The Misclassification of Workers as Independent Contractors”—says it all. Some in Congress are looking to change the Fair Labor Standards Act to further define who is an “employee” and who is an “independent contractor” ...

Don’t fire an employee for cross-dressing or allow co-workers to harass a female worker who acts masculine until you understand your potential liability under the increasing number of “gender-identity discrimination” laws. Such laws typically prevent discrimination against workers or applicants because they don’t conform to the stereotypes of how a man or woman looks, lives or acts ...

When an employee says no to the sexual images posted in co-workers’ workstations and to their sexually laced comments, your company had better listen … and act. It shouldn’t debate over “how much” porn is acceptable. As a recent lawsuit shows, even if an employee initially tolerates a sexually charged workplace, she can drop the lawsuit hammer at any time ...

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