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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A new Duke University Medical Center study shows obese employees not only add to employers’ health care costs, they also take a heavy toll on your workers’ comp costs and absenteeism rates.
While execs spend an average of 55 minutes interviewing staff-level applicants (and 86 minutes for management candidates), they form an opinion of job-seekers in an average of 10 minutes, according to a Robert Half poll of 150 senior execs at large companies.
Immigration raids at U.S. workplaces have jumped by more than 50 percent in the past six months, according to new Immigration and Customs Enforcement (ICE) stats.
Be aware that insurance companies have been known to refuse to defend a case if the policyholder doesn’t promptly report an accident or injury. And courts often agree the carrier had no liability. Best bet: Call your workers’ comp insurer right after an injury or accident. Let the carrier sort out whether it’s a covered claim.
Be forewarned: “Bucket” is the new in buzzword, and “basket” and “silo” are out.
If your company dishes out discretionary bonuses during the year, it may be paying out more overtime than necessary.

Many HR professionals (and most supervisors) aren't prepared when called to serve as witnesses. One simple mistake can hurt your organization's chances and damage your professional image. Use the following eight tips to create practice sessions for yourself and other employees who serve as witnesses ...

Find out what people (possibly your ex-employees) are saying about your organization on their personal blogs, some of which have heavy readership. To do this, plug your organization's name into a blog search engine ...

A narrowly tailored English-only policy that is designed to serve legitimate business needs is not discriminatory, says the EEOC. To be valid, the policy should spell out when English is required and let employees converse in any other language at all other times ...

Q. Once a year, we have employees show a picture ID and provide a signature that allows them to authorize someone else to pick up their paycheck for them. If an employee doesn’t provide ID and a signature, we will mail the check or hold it until he or she personally picks it up. Is this legal? —J.I., Washington, D.C.

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