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. Can we require employees to be on our health insurance plan? We’re a small business and to meet the requirements for group insurance, we require all employees that aren’t covered by a spouse’s policy to enroll. We pay 75 percent of the premium. —G.P., Oklahoma

Do you have clear and objective criteria for internal promotions? Prepared to justify those criteria as business-related? If so, you have little to fear from employees who were passed over for a promotion even if that means your management isn’t a perfect reflection of the racial makeup of the local work force ...

Most supervisors know that it’s illegal to voice negative racial, age or gender stereotypes in the workplace. But they may not realize that positive stereotypes also can lead to trouble ...

When it comes to hiring and promotions, one of the quickest paths to the courthouse is relying heavily on a person’s subjective qualifications when objective measures point to a better candidate ...

If your organization aims to attract a younger, more hip clientele, watch how you convey that idea to employees who don’t fit your target demographic ...

Zablocki Industries, which operates Aunt Heddy’s Bakery in Brooklyn, has agreed to pay $25,687 in back wages and interest to six employees to settle a U.S. Labor Department lawsuit ...

If your HR job includes evaluating claims of sexual harassment and hostile environment, it’s a good idea to approach investigations from two separate but related angles ...

Gov. Jon Corzine recently signed a bill that limits the amount of money that temporary service agencies can withhold from temps’ paychecks ...

Q. If, according to the revised Labor Department regulations, we've been improperly classifying certain employees, would we need to go back and reimburse them? At that time, we thought they were properly classified. —Becky, Texas

Q. We're a nonprofit, and we offer health insurance to our employees. If an employee is enrolled in the health plan and voluntarily quits, are we required to offer COBRA? Or does our nonprofit status let us off the hook? —A.B., Tennessee