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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Q. One of our employees is having cosmetic surgery and plans to take leave. Would that fall under the FMLA, or would it be a leave of absence? —K.H., Connecticut

Q. Is it legal to terminate an employee because he makes a high salary? —J.L., Arizona

Q. Is it OK to ask an applicant about her immigration status before making an offer of employment? —A.R., New York

Q. Should our employee handbook include a statement that gives us the right to terminate employees “at-will?” Our headquarters is in New Jersey with another office in Connecticut. —J.W., New Jersey

Q. Our company employs fewer than 50 people, so we don't have to comply with FMLA. Do we need to mention that fact in our employee handbook? —G.R., Michigan

Q. Can our company freely change its paid-holiday policy? Are we bound by certain federal or state laws on holiday pay, for instance? —D.C., Oklahoma

Q. A new employee has just informed his supervisor that he can't work any overtime. Can we legally fire this person? —G.M., Virginia

Q. If a pregnant employee is salaried and is missing two days of work a week, can we legally make her an hourly employee? When the employee was hired, her contract should have been hourly. Is it legal to change the basis of her pay now? —C.H., Michigan

Under Florida law, employees who are fired can't collect unemployment compensation if you fired them for "misconduct."  Unfortunately, the law doesn't clearly define misconduct ...

Texas law makes it illegal to fire an employee in retaliation for filing a workers' compensation claim. But that doesn't mean employees are untouchable just because they're out on workers' comp. You can legally discharge injured workers under a reasonable absence-control policy that applies to all employees, regardless of how they were injured or became ill ...

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