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.

A school district hired a man rather than Geraldine Fuhr as varsity boys head basketball coach. While the man had two years of experience, Fuhr had been the varsity girls head ...
Issue: HR specialists can become emotionally hooked on solving employees' problems. Risk: Resulting emotional overload can sap your time, your energy ...
Issue: Your broad liability for workers' comp injuries. Risk: If supervisors exert control over employees outside the workplace, your organization could be liable for resulting injuries. Action: Alert supervisors ...
When a pharmacist sued for unpaid overtime, he also added an "emotional distress" claim, saying the company's failure to pay overtime caused him to resign. The court didn't buy it, saying ...
Issue: When will a court hold you to an employment contract? Risk: Promising a former employee that you'll fudge the truth on job references in exchange for a lawsuit waiver ...
Is your health plan covering employees' adult children, ex-spouses or other relatives? If you don't know the answer, it may be time for a health plan "participant audit" to help weed ...
If you're involved in termination decisions, don't always take supervisors' comments at face value. Consider doing your own investigation before taking action. Your goal is to independently verify the information you're ...
Issue: Your intranet is packed with valuable HR information, but few employees are using it. Benefit: If employees see the intranet, not your office, as the first stop for HR ...
The U.S. Labor Department just published final rules that set new minimum standards for the timing and content of COBRA continuing health insurance notices. The rules, which come with sample notices ...
Remind managers never to base employment decisions on how they believe employees would act based on their gender, race, religion or disability. Make sure managers focus solely on the performance itself, ...