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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When it comes to hiring and promotions, one of the quickest paths to the courthouse is relying heavily on a person’s subjective qualifications when objective measures point to a better candidate ...

If your organization aims to attract a younger, more hip clientele, watch how you convey that idea to employees who don’t fit your target demographic ...

Zablocki Industries, which operates Aunt Heddy’s Bakery in Brooklyn, has agreed to pay $25,687 in back wages and interest to six employees to settle a U.S. Labor Department lawsuit ...

If your HR job includes evaluating claims of sexual harassment and hostile environment, it’s a good idea to approach investigations from two separate but related angles ...

Gov. Jon Corzine recently signed a bill that limits the amount of money that temporary service agencies can withhold from temps’ paychecks ...

Q. If, according to the revised Labor Department regulations, we've been improperly classifying certain employees, would we need to go back and reimburse them? At that time, we thought they were properly classified. —Becky, Texas

Q. We're a nonprofit, and we offer health insurance to our employees. If an employee is enrolled in the health plan and voluntarily quits, are we required to offer COBRA? Or does our nonprofit status let us off the hook? —A.B., Tennessee

Q. Is there a law that states the number of hours necessary to be considered full time for being eligible for paid holidays? Our handbook says an employee who works fewer than 40 hours a week is considered part time. An employee who works 34 hours a week wonders if he should be eligible for paid holidays. Our handbook says he's not. Is that OK? —B.D., Michigan

Q. We recently lost a union election, 6-3. What can employees who did not want any part of the union do now? Is there any way for them to get out of this? —K.F., Pennsylvania

Q. Our CEO changes his mind constantly. After we agree on a project, he'll come back to me a day or two later with a different plan. How can I pin him down? —L.G., South Carolina