Human Resources — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 1670
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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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Q. Our staff includes employees who do repair work and are paid by the job. We offer a 90-day guarantee to our customers. If a customer has to have a repair redone, can we deduct from the employee’s subsequent wages the money we paid for the faulty first repair? ...
Q. I just received a notice from the state of Colorado seeking information about an employee who just left our company. The state is trying to determine whether she is eligible for unemployment benefits. If she is awarded unemployment benefits, will the company be charged for that amount? ...
Q. Our staff is wondering why we haven’t implemented a wellness program at work to motivate people to learn and practice good health habits. Are there any restrictions on this? ...

It's human nature to want to offer words of advice to an employee who is suffering a personal hardship.  Think twice before you do.  It can be difficult for most employees to separate you from your role as an HR manager, so your "friendly advice" can be perceived as an employer directive.  This doesn't mean you can never give personal advice in your professional capacity.  It does, however, require listening to your head before speaking from your heart.

The more specific and clear the minimum hiring or promotion criteria, the better. Detailed requirements net you better candidates and allow you to defend your hiring decisions later—if you need to ...
We all know that people do get sick and miss work due to chronic conditions, accidents and serious illnesses. That doesn’t mean you cannot insist on good attendance. As you enforce your attendance policy, however, make sure you don’t count in any negative way absences covered by the FMLA ...
Not every organization has a formal program for handling internal promotions. Some rely strictly on supervisor recommendations and employees’ expressions of interest to identify candidates. That can lead to big trouble if supervisors can’t later articulate who wanted a promotion and why they recommended (or declined to recommend) an employee for a new job ...
Employees know that their employers can’t retaliate against them for filing EEOC complaints, complaining about discrimination or engaging in otherwise protected activity. However, it doesn’t follow that employees are free to taunt their supervisors by pulling the protected-activity card ...
Texas contract law grants great leeway to employers that create incentive payment plans, especially when it comes to how employers calculate what payment is due employees. Essentially, if the incentive plan says the employer has the right to interpret the agreement language and its decision is final and binding, courts won’t interfere unless the employer interprets it in bad faith ...
A federal district court judge recently awarded $15.6 million to a former American Airlines employee who claimed a co-worker harassed her. Jamie Abrams alleged that she had received numerous “malicious, obscene, harassing, threatening and interfering phone calls” of a violent and sexual nature, occurring several times daily ...
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