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. Management wants to institute a policy that requires cashiers whose registers are short at night's end to replace the disputed amount out of their own pockets. Does this violate the law? —B.B., New York

Q. How can we handle an employee who routinely uses vacation and sick time on Mondays? —D.M., Ohio

Q. We are planning to change the pay of one employee from straight salary to a lower salary plus commission. How can we do this without violating wage law? —G.T., South Dakota

Q. One of our employees was hurt while driving in a company car on her morning commute to work. Would this be considered a workers' compensation claim? —K.S., Michigan

Q. Our office receptionist has a history of being late for work and taking unexcused absences. She's out on FMLA leave to care for her sick mother. Her temporary replacement is doing an outstanding job and always shows up on time. Our CEO has asked if we can keep the new receptionist and tell the other one not to return. Can we? —J.M., New York

Q. We have all new employees fill out a data sheet. Is it OK to ask for race on this form? —J.M., Nevada

Q. This year our company may exceed 20 employees for the first time. Is it true that employers of 20 or more employees have to offer COBRA? Do part-time employees and independent contractors count toward that total? —M.K., Minnesota

Here's another point to get the attention of your managers and supervisors when they complain about yet another discrimination training session. If they don't pay attention, it's not just the company that may suffer. They could be sued personally, too ...

If you're a Texas employer that agrees to settle an on-the-job injury case out of court, be prepared to follow through. If you don't, you just may find your organization in a less favorable Texas court defending itself against breach-of-contract claims. And that can mean a big, fat award from an angry Texas jury ...

Many employers who have progressive discipline and no-fault attendance programs believe they must stick to progressive discipline for every attendance infraction. But that's not so ...