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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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When a supervisor constantly ridicules an employee, watch out. The worker may have a hostile work environment claim if she can tie the demeaning comments to just one or two overtly sexual ones.
One of the best ways to prevent age discrimination is also one of the simplest: Make your hiring process age-blind by removing age tipoffs from your application.
If your employees are using 123456 as their passwords to company data, they’re a hacker’s dream—and they’re not very unique.
Twice every year, federal agencies offer an unheralded but revealing peek at their upcoming priorities. The Department of Labor’s most recent semiannual regulatory agenda, released in late May, provides enforcement clues employers should heed.
HR pros have more questions than answers following a May announcement by the Society for Human Resource Management that it will begin offering its own professional certification program in direct competition with the familiar Professional in Human Resources and Senior Professional in Human Resources designations held by more than 130,000 practitioners.
Although there’s no federal requirement to offer time off after the death of a loved one, many businesses do it anyway. Before long, however, those voluntary policies could become law.

Very small employers that aren’t engaged in interstate commerce sometimes try to argue that they don’t need to follow the FLSA because they are simply too local. But they often run into legal hurdles when employees sue, as this recent case shows.

Do you work in an HR department that still hasn’t gotten around to creating an employee handbook? Don’t despair. As long as everyone in HR and management makes sure employees know the company won’t tolerate sexual harassment and encourages immediate reporting of harassment, you can probably escape liability by acting fast on any reports you do receive.

Before approving FMLA leave, an employer can require medical certification of the need for leave. But when it’s time for the employee to return from leave, employers can’t demand additional evaluations beyond the certification a doctor supplies showing the employee is ready to resume work. But what if the employer worries that the employee really can’t perform her job?

Have you found that some of your disciplinary rules are too lenient? Don’t hold back on stiffening your rules just because you fear the first employees subject to harsher penalties might sue you.
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