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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At Best Buy headquarters in Richfield, Minn., leaving work early doesn’t trigger a guilt trip for employees, as long as their work is finished. The Results-Only Work Environment (ROWE) initiative makes it possible ...

Twelve nurses working in the Washington Correctional Institute sued the Florida Department of Corrections for allowing male prisoners to harass them despite years of complaints to superiors ...

A committee of the U.S. House of Representatives approved legislation last month that would ban employers from collecting genetic information from employees and applicants and prohibit the use of genetic tests when making employment decisions ...

The Human Rights Campaign Foundation named eight New Jersey companies to its annual list of top employers for promoting fair and equal treatment for gay, lesbian, bisexual and transgender employees ...

Q. Our policy is to run FMLA and short-term disability (STD) concurrently. FMLA is for 12 weeks of job-protected leave. STD is for 26 weeks, with proper medical documentation. At what point can we terminate an employee, at the end of 12 weeks, when FMLA leave is exhausted? And, if so, do we end short-term disability payments, since the employee has been terminated? —E.A., Georgia

Q. Our FMLA policy says that if employees take leaves of absence under FMLA for more than seven days, their annual review date is moved back for the amount of time they were out. Is this policy lawful? —S.H., Maryland

Q. How serious is it if written job descriptions aren't in place for employees? Is it safe to draft them even after a termination that could result in a lawsuit? —B.B., New York

Q. As a large retail business, we employ several “demo staffers” who present products to shoppers in the hope they'll buy them. Recently, given economic pressures, we've had to put increasing pressure on our demo staff to increase sales up to 200 percent. If a demo staffer doesn't meet the new goal, can we terminate her? Do these workers have legal recourse should they be fired? —T.P., California

Q. During a recent Internet chat room exchange, an individual self-identified as an employee came to our company's defense over a recent drop in stock price. The employee came dangerously close to disclosing information about earnings that were not yet public. What should we do? —C.F., New Jersey

Q. We suspected an employee was using drugs, so we sent him to be tested. We told him he couldn't work until the test came back in two days. The results were negative. What financial responsibility do we have? Do we owe him lost wages for those two days? —L.B., North Carolina

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