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. We have a point system for absences and lateness. Our no-fault attendance policy states that if employees call off after the start of their shift, they’ll receive two points. What if the reason for the absence is covered by the FMLA? Should the employee still receive the two points? —C.S., Florida

If you think safety issues may be lurking in your workplace, don't wait until an accident or injury brings OSHA calling. Otherwise, the agency will surely do a top-to-bottom inspection and catch even minor problems. That can mean a hefty penalty, as one Georgia carpet manufacturer recently learned ...

You know the workplace should be free of racially or sexually charged comments and that supervisors most certainly shouldn't engage in such banter. But you can't wipe prejudice out of every employee's mind ...

Federal law says you must grant employees "reasonable accommodations" for their religious beliefs and practices. But that doesn't mean that any employees who are told they must work on their Sabbath have an automatic lawsuit ...

HR professionals in New York have worked hard in recent years to try to improve the state's expensive workers' compensation system. But you'll have to wait at least another year for reform ...

If you use employment contracts for independent contractors or senior-level managers, make sure those contracts contain enough "wiggle room" to terminate for cause based on your subjective performance assessment ...

Don't think that leaving the final firing decision to someone in company headquarters will shield your organization from a discrimination lawsuit. Even if the ultimate decision-maker doesn't know the race, sex or age of the employee in question, the fired employee can still file a discrimination claim if he or she can point to lower-level bias that tainted the decision ...

Q. We have an employee who is going to be out eight weeks for a qualifying serious health condition. The employee isn't requesting to use FMLA leave because she has enough paid sick leave. Can employees choose not to use FMLA leave even though they meet the qualifications? —C.T., Georgia

When you terminate an employee for refusing to accept a schedule change, that person typically isn't eligible for unemployment compensation. But if your organization makes one little mistake in such circumstances, it could be on the hook for benefits ...

In recent years, unions have pushed to organize well-compensated professionals. In response, employers have argued that those professionals form part of the management team and, therefore, are not eligible for union representation. Last month, the employers' view won out ...

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