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. Due to recent snowstorms, some employees have not been able to get to work. Can we dock the pay and/or accrued leave of employees who do not come to work? Can we do so even if the office is closed? Our attorney told us that the Fair Labor Standards Act does not apply to us because, among other things, our gross sales are under $500,000. —A.I., Maryland

Gov. Perry announced $3 million in grants to five programs aimed at building a skilled work force to meet the needs of Texas' growing biotech and life science industry. The grants are the first awarded under the Meeting Industries' Critical Workforce Needs grant program ...

Employers report that they'll be dishing out average pay raises of 3.5 percent for exempt and nonexempt employees in 2007, the same level that they're currently paying in 2006, according to a new Conference Board survey of 441 companies ...

What can you say in the space of two hours to constitute a “severe and pervasive” hostile work environment that would be enough to justify a lawsuit? ...

At Best Buy headquarters in Richfield, Minn., leaving work early doesn’t trigger a guilt trip for employees, as long as their work is finished. The Results-Only Work Environment (ROWE) initiative makes it possible ...

Twelve nurses working in the Washington Correctional Institute sued the Florida Department of Corrections for allowing male prisoners to harass them despite years of complaints to superiors ...

A committee of the U.S. House of Representatives approved legislation last month that would ban employers from collecting genetic information from employees and applicants and prohibit the use of genetic tests when making employment decisions ...

The Human Rights Campaign Foundation named eight New Jersey companies to its annual list of top employers for promoting fair and equal treatment for gay, lesbian, bisexual and transgender employees ...

Q. Our policy is to run FMLA and short-term disability (STD) concurrently. FMLA is for 12 weeks of job-protected leave. STD is for 26 weeks, with proper medical documentation. At what point can we terminate an employee, at the end of 12 weeks, when FMLA leave is exhausted? And, if so, do we end short-term disability payments, since the employee has been terminated? —E.A., Georgia

Q. Our FMLA policy says that if employees take leaves of absence under FMLA for more than seven days, their annual review date is moved back for the amount of time they were out. Is this policy lawful? —S.H., Maryland