“Are you authorized to work in the United States?” It’s a standard question on job applications, and one that most people will tick “yes” without thinking and move on. But employers are responsible for hiring legally eligible workers, and so the onus is on the company to verify that their staff meets the requirements. That’s where …
The 2017 Tax Cuts and Jobs Act, which was signed in December of 2017, applies to the 2018 tax year. These changes include tax bracket adjustments, the elimination of individual health insurance mandates, increases to supplemental tax rates, and paid family leave incentives. As a business owner and employer, you’re responsible for paying federal unemployment tax …
As marijuana laws, especially with regards to medical use, are taking effect across the country, the employment landscape is evolving to keep up. Because federal law has yet to address the status of marijuana (the Controlled Substances Act of 1970 still labels it a Schedule 1 drug, alongside heroin), many states are taking it into …
Sexual harassment has long been an infamous problem in workplaces. In past decades it may have been overlooked or taken as a given, but today, inappropriate workplace behavior is on everyone’s minds. Thankfully, that awareness means that workplace environments and company cultures have improved vastly overall. Still, you always run the risk that one employee, either …
How PEOs Protect Your Company from Sexual Harassment Read More »
By now you know the advantages of partnering your company with a PEO: Consolidating vendor relationships keeps your costs predictable and your administration streamlined. When you have the right PEO handling your payroll, workers’ comp, health insurance, 401K and/or other administrative tasks, you and your employees can focus on your core competencies. What’s important to …
Question: One of our employees interviewed a candidate today and emailed me afterwards. He was impressed by the candidate, but grew concerned after the candidate mentioned having social anxiety. He wondered whether the anxiety could affect the candidate’s ability to do the job. I reminded the employee that we’re an Equal Opportunity Employer and we …
HR Snapshot – When a Job Candidate Mentions Having a Disability Read More »
Question: We’ve been approached by some local college students who are volunteering to be unpaid interns. Can we bring them on without paying them? Answer from Sarah, PHR, SHRM-CP: According to the U.S. Department of Labor, there are certain requirements that must be met when taking on unpaid interns. These requirements are intended to …
HR Snapshot – What Are the Rules for Unpaid Interns? Read More »
Question: If an employee puts in their notice, can we let them go that day instead of keeping them for the full notice period? Answer from Celine, SHRM-CP: Unless there is a contract or agreement to the contrary, employers are under no obligation to keep an employee on during their resignation notice period or …
HR Snapshot – Terminating an Employee Before Their Notice Period Ends Read More »
Question: How do we calculate whether we’re covered under FMLA? Answer from Margaret, PHR, SHRM-CP: To be covered under FMLA, private sector employers need to employ 50 or more employees for at least 20 calendar workweeks in the current or preceding calendar year. The 20 calendar workweeks do not need to be consecutive. When …
HR Snapshot – How Do We Calculate Whether We’re Covered Under FMLA? Read More »
Question: We have good reason to suspect an employee has been stealing from the register. How should we respond? Answer from Angela, PHR: I would recommend suspending this employee and conducting an internal investigation. You may also want to report the theft to law enforcement depending on the circumstances. An internal investigation generally includes …