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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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“Medical crisis.” “New staph strain raises red flags.” “Superbug taking great toll.” These headlines, and more like them, shook up the country during the fall—and prompted HR pros to take precautions in their workplaces ...

GPS to track employees

by on December 7, 2007 12:00am
in Human Resources

Q. I would like to install GPS tracking devices in company-owned vehicles to track my employees’ whereabouts and determine whether they are making effective use of company time. I would prefer not to notify my employees that I will be installing these devices. Would I subject my company to any liability for violating our employees’ right to privacy if I take this step? ...

For the purpose of determining FMLA eligibility, all time spent working for an organization counts toward the minimum one year of service the law requires. That’s true even if there was a gap in employment ...

Don’t want to disclose more information about your executives’ compensation and benefits packages? Scale them back. That’s what more organizations are doing since the Securities and Exchange Commission (SEC) in late 2006 required public companies to start reporting perks valued at $10,000 ...

Federal employees who report alleged wrongdoing by the agencies they work for are entitled to special protections for their whistle-blowing actions. But they also have obligations—if they believe they have suffered retaliation, they must bring an administrative claim before the U.S. Merit Systems Protection Board before filing a lawsuit in federal court ...

A “perfect storm” of an aging work force, escalating health care costs, more obese and sedentary employees and a looming shortage of skilled workers could drive organizations to make their wellness programs mandatory within a few years ...

If, like many employers, you would rather avoid litigation by relying instead on arbitration to settle workplace disputes, you probably know that employees still may take their claims to the EEOC. That’s because the agency claims an interest in knowing whether employers are following the nation’s anti-discrimination laws. But it’s perfectly legal to force an employee into arbitration over those same claims ...

It may be a busy, hectic and crazy workplace, but that doesn’t excuse supervisors and managers from providing updated and accurate job descriptions and documenting job performances. Workplaces that neglect those essential duties face huge lawsuit risks ...

Negative-option 401(k) plans automatically enroll employees and make deductions from their pay; employees must opt out to receive their full pay. The IRS gave them the thumbs up several years ago, and the Pension Protection Act of 2006 (PPA) created a new safe harbor from non-discrimination testing for negative-option plans that meet certain standards. The IRS has now proposed regulations addressing negative-option plans. The proposed regs dovetail with final regulations issued by the Department of Labor (DOL) covering qualified default investment alternatives. The regs are proposed to become effective for plan years beginning January 1, 2008, but you may rely on them until final regs are issued.

If, like many employers, you maintain a sick leave bank for employees who exhaust their available leave time, remember this: You’ll risk a retaliation lawsuit if you deny the use of banked time to an employee who has filed a discrimination claim ...

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