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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New research confirms what HR professionals may already know: “The future work force is here, and it is ill-prepared,” concludes the survey of 431 HR professionals by the Society for Human Resource Management and The Conference Board ...

The U.S. Supreme Court has agreed to decide on an important race-discrimination employment issue: whether a fired employee can win a race-discrimination lawsuit when the manager who pulled the trigger on the termination didn’t know the employee’s race ...

Employees who file EEOC or internal complaints charging discrimination often behave as if their complaint is a job guarantee. Approach them about performance problems, and they immediately cry “retaliation.” But you can’t allow your workplace practices to be held hostage if you have legitimate concerns about performance ...

If your employees receive tips, be aware that only certain types of employees can participate in tip-pooling programs ...

Q. How long do we have to keep applications and résumés? — L.P., Kansas

Hired a dud who, you just found out, has a history of crying discrimination? Make sure you have solid, business-related reasons for any discipline you take. Here’s why ...

One of the toughest tasks for HR is to decide which employees are supervisors. Employers need to know this because supervisors are excluded from a collective bargaining unit for union organizing and voting purposes ...

The federal FMLA and New Jersey’s Family Leave Act (NJFLA) both make it illegal to discipline or terminate employees because they take leave to care for a sick parent or child. But that doesn’t mean employees who take such leave are “untouchable” from discipline ...

Q. We hired a new branch manager in a one-person office in another town. Because she earns $19,240 a year, she doesn't meet the new annual threshold of $23,660 for exempt status, correct? Several times a year, she escorts trips involving overnight stays. While she's out, she forwards her calls to the host office and closes her doors. How do we compensate her? Am I right that she has to be considered "hourly"? And how do we compensate for the overnight and travel time? —K.H., Kansas

Q. We have two employees who started a relationship. One is married. The wife of the married employee came to our facility and demanded to speak with the other woman. We didn't permit them to speak on the premises. Do we have any potential for liability in a situation like this, especially if it escalates? Can we do anything to discourage employee romances or is this strictly off-limits? —C.R., California

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