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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Largo is struggling to live up to its “City of Progress” moniker after the city commission voted in February to fire City Manager Steve Stanton for planning a sex-change operation ...

Employee assistance programs (EAPs) can help employees regain an edge lost to problems like alcohol abuse. But it’s a good idea to keep mum about an employee’s participation in the EAP ...

If your organization’s OSHA safety poster is showing its years, now’s a good time to order a new one: OSHA just released a new version of the It’s the Law poster ...

A former waiter at restaurant Jean Georges, located in the Trump Towers, has filed a federal lawsuit claiming the chef de cuisine and other employees harassed him after learning he was gay ...

It pays to keep some records longer than you think you’ll need them. For example, any notes, correspondence, medical certifications and other documents related to an employee’s FMLA leave request should be kept a minimum of three years ...

Unions are making headway in Florida, a state that the national unions once considered “unwinnable” ...

Q. How far can we go to make sure that employees aren’t taking advantage of our company while they’re out on workers’ comp leave? Can we, for example, call them at home to make sure they are resting and not out working another job or abusing the system? —D.V., Illinois

Q. We use a timecard punch-in/punch-out system. If an employee forgets to punch in, and we manually do it, do any labor laws apply? —B.B., New York

Q. When do we have to count “on-call” time as hours worked?—L.G., California

Q. Our business recently was forced to implement layoffs—and most remaining employees walked off the job. All were given a COBRA notice, but only one chose to take the coverage. Since this was a group insurance policy and only one person will now be insured, the insurer is cancelling our policy. What's our responsibility to that ex-employee? —G.B., Texas

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