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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The Pentagon last month eased its limits on the time reservists and National Guard troops can spend on active duty ...

New Jersey employers aren’t required to pay employees extra money for coming up with good ideas related to their work. But take note: You still may face claims for using employees’ ideas that are NOT related to their regular jobs ...

Loganville, Ga., has found a unique way to deal with an allegedly roguish, abrasive manager ...

Responding to complaints about pornographic and hostile messages displayed on firefighters’ lockers, the New York City Fire Department (FDNY) asked superior officers to oversee the removal of all offensive materials ...

Last summer, the U.S. Supreme Court drafted a broad new legal standard for judging whether a company retaliated against an employee for complaining about discrimination. Now, the lower courts are starting to define what that standard means ...

Heads up: The New Jersey Supreme Court just decided an employer insurance case that may mean insurance carriers will change the way they write errors-and-omissions policies ...

Akron-based Goodyear Tire & Rubber Co. will pay $925,000 to a class of more than 800 women whom it turned down for tire-making jobs in its Danville, Va., plant in 1998 and 1999 ...

It pays to make every effort to publicize job openings to your current staff and make clear how employees should apply. If you don’t, you face potential discrimination claims ...

Incentive plans are wonderful motivational tools, but make sure yours doesn’t create an enforceable contract. That mistake may force you to pay bonuses to employees who’ve left or cause lawsuits over the payment amount ...

When it comes time to fire a difficult employee, focus on clear and easily explained legitimate business reasons for the action you want to take. That means documenting any work problems and relating those problems to the major job functions you hired the employee to perform ...