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.

Page 1,904 of 2,143« First...102030...1,9031,9041,905...1,9101,9201,930...Last »

Q. We have a payroll manager who handles our payroll and FMLA policies. In our last audit, we were told that because her primary duty is payroll, she did not fall under the administrative exemption. Is that true? —Juliette, Florida

Q. Is it legal to require that employees on FMLA leave report to us regularly on their plans to return to work? —P.R., New York

Q. Can I consider safety in deciding whether to hire an applicant or retain an employee with a disability? —G.P., Pennsylvania

When deciding whom to promote, make sure you're using an impartial selection process to pick the best candidate. That's the only way to stay on safe legal ground ...

If your organization contracts out security services, the Texas Supreme Court has just handed you a substantial victory that makes it less likely you'll be liable if your independent-contractor security guard injures someone ...

Q. We require, as a condition of employment, that our employees agree to resolve all disputes by binding arbitration, rather than going to court. One of my friends said a lot of the government agencies don't like those kinds of arbitration policies and one agency even decided that they were illegal. I know lots of employers have binding arbitration, so I don't think that could be right, but thought I better check. —S.T.

A federal judge in the Northern District of Texas recently dismissed a Title VII discrimination lawsuit brought by a lesbian nurse who claimed that she was fired because of her sexuality and appearance ...

Pennsylvania law makes it easy to enforce noncompete contracts. But trying to make a business-interference claim against an ex-employee is almost a lost cause ...

Many employers offer employee assistance programs (EAPs) to help employees with personal problems. But be aware that if you communicate directly with counselors who take employees' calls, you may trigger legal liabilities under both the ADA and the FMLA. That's especially true if an EAP counselor suggests that the employee needs time off or some other accommodation ...

Q. We're a small business (just eight employees) and haven't laid anyone off. But business is slow and we need to restructure. We have an employee who has worked here part time (12 hours per week) for 25 years. She is 65 years old. We have one other part-timer (10 hours per week) who has worked here just one year. We'd like to lay off both part-time employees and keep the full-time employees. Can we do that? —P.U., Georgia