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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Here’s some bad news for public companies: The Securities and Exchange Commission announced that it won’t exempt smaller public companies from the anti-fraud provisions of the Sarbanes-Oxley Act ...

A little-noticed amendment to New York's Labor Law imposes a new recordkeeping requirement on New York employers. We're all familiar with the requirement that, for most types of employment, minors under age 18 must provide employers with employment certificates, commonly known as "working papers," to lawfully hold jobs ...

It may seem patently obvious, but judging from the number of lawsuits alleging retaliation these days, many employers still don’t understand the importance of equal treatment following a complaint ...

ExxonMobil has earned the wrath of many for reaping record profits while gasoline prices run so high. Now the oil giant is facing a boycott—not from angry motorists but from gay rights groups ...

When hiring, you probably use the job description to establish the minimum requirements for the position. But what if no one in the applicant pool meets those minimum requirements? ...

When it comes time to downsize or reorganize, one of the most common risks you’ll face is age-discrimination claims. That’s why it’s best to have departing employees sign severance agreements in which they waive their rights to pursue age-related claims ...

In a victory for employers, the U.S. Supreme Court made it harder for public employees to sue when they claim to have been punished for speaking up about wrongdoing ...

Employees injured on the job typically have only one legal remedy: workers’ compensation benefits. But that restriction is blown out of the water if an employee proves that your organization’s actions amounted to “intentional” harm ...

The best way to protect against employee poaching—and against employees using your organization as a training ground to start their own competing firm—is with a solid employment contract and noncompete agreement. But it will mean nothing if you break the agreement first ...

Q. Two employees went to breakfast and drank three bottles of champagne to celebrate one’s birthday. One employee is an exempt employee who has been with us for seven years. The other is an hourly employee with the company for one month. I’d like to treat them differently: terminate the hourly employee and suspend the exempt employee for a week. Is that possible? —D.M., California

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