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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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Federal wage-and-hour laws require you to have a reliable system to accurately keep track of employees’ hours and pay. Casual timekeeping systems can easily trigger a back-wage lawsuit. Companies subject to the Fair Labor Standards Act must keep records for both nonexempt and exempt employees ...
Q. An employee just told me he wants to resign, but he asked to be fired instead of resigning. He said it had to do with unemployment benefits. What is the significance? ...
Q. Our handbook has a bold and conspicuous disclaimer stating that everyone is an at-will employee and that nothing in the handbook alters the at-will relationship. Is that sufficient to protect the company from claims based on the handbook? ...

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.

A federal jury in Houston has awarded $105,000 to Maria Ruiz, a teenage dry cleaning employee, plus payments of $5,000 to other female employees. The EEOC filed the suit in July 2007, alleging that Nazar Ali, the owner and manager of a dry cleaning company, sexually harassed the female employees he supervised ...
Texas came in second only to California in Fortune magazine’s annual list of the 100 best companies to work for. Winners headquartered in Texas were National Instruments and Whole Foods, Alcon Laboratories, The Container Store, Shared Technologies ...
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 ...
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