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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.

Layoff or firing? Probationary or “permanent” employee? Using the wrong employment-related terminology with an employee can expose your company to costly lawsuits. Here’s a look at five of the most common examples: 1. ‘Permanent employee’ “Employment at-will” is the rule in most states. That means you can fire an employee at any time, for any [...]
Unsolicited e-mail ("spam") wastes employee time, slows your network and creates legal liabilities. Here are five resources to help you block it out: Spam calculator, www.cmsconnect.com/ marketing/spamcalc.htm, lets you calculate spam's ...
In spite of growing scrutiny from courts and regulators, most employers still do a poor job of managing e-mail business records and preparing for the likelihood ...
Issue: Courts won't consider a manager "insubordinate" for ignoring a boss's order if the manager believes the order is discriminatory. Risk: Increases danger of retaliation ...
THE LAW. You have the right to demand a drug-free workplace, but employees also have reasonable rights to privacy. That's why drug testing and substance abuse prevention ...
Issue: Depending on which state you operate in, you have from one day to two weeks to issue final paychecks to employees who leave.
Risk: Penalties can be steep ...
When weighing hiring decisions, make sure you don't consider the applicant's weight, unless it's clear that it would prevent the person from performing the job's ...
When establishing or changing your Family and Medical Leave Act (FMLA) policy, don't skimp on paper. Spread the policy far and wide. Rule of thumb: If you mention FMLA ...
So-called 'salts' are pro-union applicants who try to win jobs in hopes of organizing a nonunion company. You can't simply reject such applicants because of their ...
Courts typically don't consider pregnancy alone to be a "serious medical condition" qualifying for job-protected leave under the Family and Medical Leave Act (FMLA). But, ...