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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Don’t worry if you need to take some time to investigate whether an employee broke a workplace rule and should be terminated. While a speedy resolution may be easy sometimes, other cases take time and deserve a thorough investigation.
Employees say they’re willing to trade off other benefits in exchange for more vacation time—but consistently decline to take time off to which they are entitled, according to a new survey by the HR software development firm Namely.
Each time HR receives an employee complaint about discrimination or harassment, it should follow these steps—consistently and fairly.
Don’t be so sure that a lawsuit filed by a disgruntled former employee without a lawyer’s help won’t go anywhere.
Every manager knows the importance of disciplinary documentation. But what happens if an employee refuses to sign his disciplinary memo? Your carefully prepared documentation still stands, regardless. The question is how to deal with the employee.

If you currently engage the services of an advisor to help employees understand your side on union organizing and collective bargaining issues, get in touch with him or her and your attorney right away!

Employers don’t have to tolerate intoxicated employees. That’s willful misconduct that bars receiving unemployment benefits.
Employees can’t be held responsible for work not performed while they are out on FMLA medical leave. But that doesn’t mean employers are powerless to discipline an employee for poor performance that’s not related to the medical leave.
Who handles the recruiting in your company?
More of your youngest employees probably live with their moms and dads than have a place of their own, according to a new study by the Pew Research Center.
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