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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It’s sad enough when an employee becomes seriously ill. What makes it tougher is that work doesn’t stop. Deadlines remain, customers need service and paperwork piles up. That means you must deal with two major management challenges at once: understanding and appreciating the emotions of the employee and other co-workers, while making sure that the […]

Employers' costs for last-minute no-show employees continue to climb. A recent CCH survey found that the average per-employee cost of unscheduled absences rose to $660 per employee in 2005, up from $610 in 2004 ...

One wrong move (especially during the firing process) can send employees running for courthouse. Teach supervisors to avoid unnecessarily angering employees by pointing out the following common mistakes ...

It may be the Year of the Dog on the Chinese calendar, but it's shaping up to be the year of the "living wage" in many states. Already, 17 states and the District of Columbia have legislated higher minimums than the federal $5.15 per hour rate ...

For the first time, the Internet is producing more than half of all new hires. A Booz Allen Hamilton survey shows that 51 percent of all new hires in 2005 came via some form of Internet recruiting connection ...

Q. We have an employee who has filed several sexual harassment complaints. But when we investigate, they turn out to be false. Can we do something about her? —J.P., Oklahoma

When it comes to what your employees do on the Internet, "Hear no evil, see no evil and speak no evil" is a bad policy. If you know someone is using company assets and company time to engage in illegal activity, you may be obligated to report the activity to the appropriate authorities ...

Q. Can an employer deduct or count overtime hours from an employee’s FMLA balance? Our employees work overtime only from October through December. During that time, they’re required to work 12-hour days, seven days a week. We have several employees on both continuous FMLA and intermittent leave, and we’d like to deduct the overtime hours they would have worked from their FMLA allotment. What do you think? —J.A., Nebraska

In most cases, requiring private-sector employees to take polygraph tests will create more harm than good. That's because the Employee Polygraph Protection Act makes it illegal to "require, request, suggest or cause an employee or prospective employee to take or submit to any lie-detector test," except in limited circumstances ...

If you think that you can forget about a discrimination dispute just because the employee doesn't file an EEOC complaint within the allotted time, you may be in for a surprise. As a new court ruling shows, the EEOC can sue your organization years, or even decades, after the alleged discrimination took place ...

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