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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.

Great résumés are a dime a dozen, particularly in the Internet era. That's why smart business owners use clever interview techniques to smoke out résumé lies and exaggerations.

Congress clears way for overtime revamp.


Medicare reforms include pro-business changes.


Congress gives all employers ability to confirm I-9 documents.


Create a drug-free workplace with free government advice.



When it comes to judging whether an employee's serious health condition qualifies for Family and Medical Leave Act (FMLA) protection, require at least three consecutive, full days of incapacity. A new ...

When employees return from military-related absences, you must re-employ them to their old jobs or ones with similar status, seniority, pay and benefits. That's federal law since 1994, but apparently, some companies don't know about it.

Issue: HR's uniqueness makes it difficult to tap others within your organization for brainstorming, problem-solving, etc. Benefits: Joining or forming a network of HR pros can give you valuable sounding ...

Attorneys see mold as gold, and they're encouraging workers to sue their employers, claiming that mold in the workplace causes respiratory illnesses and allergies.

Can your organization require employees to give notice of their need for FMLA in a way that's more stringent than the standards set by federal law? Courts are split on this ...

A new, well-publicized study could raise skepticism (and potentially legal complaints) by shorter people about your pay practices.

Issue: Court raises threshold for employees to qualify for FMLA leave. Benefit: Workers can take FMLA leave if they have a serious condition causing three consecutive full days of incapacity, ...
Counsel your managers to treat overtime complaints with respect, and avoid any cavalier statements or excuses about why someone hasn't been paid overtime. Reason: You face big risks by making such ...