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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With all the talk about workplace privacy, remember that your organization, not the employee, owns the computers and the data in them. You needn’t fear a privacy lawsuit if you give permission for law enforcement to read e-mail, search hard drives or access phone numbers on company-owned cell phones ...

Atlanta-based Delta Airlines will pay $70 million into a trust fund for disabled employees and retirees to settle U.S. Labor Department allegations that the airline misused the fund to pay severance packages after the 9/11 attacks ...

Q. One of our female employees says her ex-boyfriend is stalking her. She hasn't been able to get a restraining order against him. We're worried that he may show up and do her or other workers harm. Can we fire or suspend her? —B.L., Florida

Q. An employee's been on FMLA leave for pregnancy for about 17 weeks. Now that the 16 weeks (12 under FMLA, plus four additional in our state) have expired, we plan to terminate her and let her know that she is eligible for rehire when and if she returns to work. Are we legally safe? —C.A., California

Q. Our company gives eight hours of sick leave per month to nonexempt employees. We've been told that, under the FLSA, exempt employees are to be paid whenever they are sick. So our exempt employees have virtually an unlimited sick-leave balance. Is this a correct way to interpret the FLSA? Should we have some type of sick-leave accrual and tracking for our exempts? —D.H., Kentucky

Q. I'm under the impression that our company is obligated to give employees all vacation accrued up to the time of their FMLA leave, but we're not obligated to let employees accrue vacation leave during their FMLA leave. Am I right? —B.K., Wisconsin

Q. Our company manual doesn't address compensatory time off, but we have offered certain exempt managers an hour of comp time for every hour of overtime worked. Do we have to pay them for accrued comp time when we terminate them? In the past, we've paid comp time to some and not to others. Can we negotiate our own terms with each employee? —E.B., Oregon

Q. Our company routinely runs background checks on all people to whom we offer positions. Can we legally disclose an employee’s background information to a customer who requests it? (The employee is working on the customer’s job site.) —L.B., North Carolina

Q. I'd like to contact an applicant's former employer, but that employer wasn't included in the applicant's reference list. Can I call the employer anyway? —A.T., Wyoming

Q. Our business has 14 employees, and we pay 100 percent of their health insurance costs. One employee is out on workers' comp. Are we required to continue paying his health insurance, or can we offer him COBRA? —P.F., Delaware