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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If you're like most employers, you breathe a little easier when 180 days have passed since you discharged an employee. You know that's how long fired workers have to file a complaint with either the EEOC or the Texas Workforce Commission if they are bringing a claim under the Texas Labor Code ...

Under the Immigration Reform and Control Act (IRCA), employers must verify the employment eligibility of all new hires within three days of the date of employment. Both employer and employee must sign an I-9 form that lists the identifying documents the employee presented to verify his or her eligibility. The law is now enforced by the Department of Homeland Security (DHS) ...

Thirty-two percent of people surveyed by Harris Interactive said "people talking loudly at work" is one of their biggest pet peeves ...

New IRS and Labor Department rules make it easier to offer financial incentives to employees for meeting health goals (such as health-plan premium differences between smokers and nonsmokers) ...

Ignorance of the law is no excuse when it comes to deciding who’s exempt from overtime and who gets paid hourly ...

 Legislation proposed in at least 10 states would guarantee employees the right to keep registered guns in their cars while at work ...

“Georgia will outperform the nation but will not dodge the slowdown” in 2007, according to George Benson, dean of the University of Georgia’s Terry College of Business ...

Q. Is there a law or reasonable standard regarding how many weeks maternity leave should be? And should we make that a written policy in our employee handbook? Even with FMLA, to which our employees are entitled, we thought maternity leave was either six or eight weeks, depending on type of delivery. —J.F., Pennsylvania

Q. One of our employees has multiple sclerosis and isn't meeting our production standard, which calls for 70 percent production level. This employee is achieving only a 59 percent level. From an ADA standpoint, what would be a reasonable accommodation? —M.R., Pennsylvania

Q. Our company has typically sent formal offer letters to job candidates for certain positions. Could such letters legally bind us, and would we be smarter to avoid them? —S.T., Texas

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