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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You and the supervisors at your organization may already know how to handle a sexual harassment complaint that appears genuine. But what should you do when you seriously doubt that a claim is legit? ...

Amid much fanfare, the U.S. Labor Department in 2004 rewrote the rules that determine which employees are exempt from the Fair Labor Standards Act (not eligible for overtime) and which are nonexempt (eligible for overtime). The goal was to ease confusion and lawsuits. But, so far, that hasn’t happened ...

In reversing a lower court’s decision, the New York Supreme Court recently agreed to dismiss a race- and age-discrimination lawsuit filed against New York Westchester Square Medical Center (NYWSMC) ...

An otherwise good employee is acting out of character, and you think she needs help. Do you insist she contact the employee assistance program (EAP), and send her home? ...

The Florida Highway Patrol’s highest-ranking female officer has filed a gender-discrimination suit against the department for firing her last year ...

Q. I’m looking to create a company policy regarding cell phones with photographic capabilities. Any suggestions? —L.B., California

Q. Should I always make and retain copies of Form I-9 supporting documents? —K.L., California

Q. We offer insurance benefits that begin six months after hire. Due to changing business conditions, we had to terminate an employee after only 10 months on the job. But the worker wasn't signed up for the health plan on his termination date. Does he now have any claim to COBRA? —M.R., South Carolina

Q. We have an hourly worker who oversees both the maintenance and housekeeping departments and supervises two employees. In this job, he has the authority to hire and fire, but he also is a “working” supervisor who performs maintenance in and around the property. Can his status be changed to salary/ exempt? —T.W., Texas

Q. Because of a problem with timecards, we couldn't tell how much pay we owed some employees. What is our obligation to pay employees if we can't determine the exact number of hours worked? Is there any penalty for the delayed payment? — I.V., Wisconsin