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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.

If you're hesitant to add new workers as you watch for economic smoke signals, here's one to consider: More of your competitors are flashing "Now Hiring" signs.

A company president refused to fully honor Donald Chisholm's severance package that was spelled out in his employment contract. So Chisholm sued for breach of contract and won a $36,000 judgment.

A key part of the new FCRA law (mentioned on the bottom of page 3) bears good news for employers: You no longer need to notify employees suspected of workplace misconduct that they are targets of a third-party investigation.

Not every comment about a person's appearance rises to the level of sexual harassment.

Break times and meal times for hourly employees should be used for those purposes, not for work. And you should put that policy in writing.

To the cheers of small business owners, Congress this month created Health Savings Accounts (HSAs), as described on page 1. That adds a new acronym to the already confusing tangle of tax-advantaged health care spending, which includes FSAs, MSAs, HRAs and more.

I am one of three owners in a small business. We're concerned about the impact of a disability on one of us. What are the possible tax ramifications if we buy disability insurance on the lives of all three business owners to fund a disability buyout? How do we structure the arrangement to benefit from lower capital gains taxes?

Quick quiz: If you hire temporary employees, what does your contract with the temp agency say about performing background checks? Is it your duty? Is it theirs?

Don't slack off on safety efforts just because you've heard that the U.S. workplace has become safer.

Make sure you keep your insurance payments up to date, and never "oversell" the quality or quantity of your employee benefits.