Office Management & HR
Learn more about the resources available for Office & HR.
The end of the year is fast approaching, and if you’re an employer, it’s almost time for annual reviews for your employees. It’s critical that you take time out of your busy schedule to let your employees know how they’re doing, get their feedback and award the appropriate raises.
'A Look at Severance Payments' reports on the ins and outs of offering severance payments, and how they can protect you from future claims.
Insurance is an issue every business owner needs to consider. Insurance is especially important to the small business owner because of the often close relationship between business and personal assets.
If you offer a retirement plan as an employee benefit you'll be dealing with some complicated administrative issues. Even if you decide to outsource your administrative duties, you'll still need knowledge regarding plan issues such as reporting, recordkeeping and disclosure to be certain your administrative responsibilities are being met.
Employers must protect the safety of all employees in their workplace. However, this responsibility must not violate the rights of employees with Acquired Immune Deficiency Syndrome (AIDS) or certain other diseases. In your day-to-day dealing with employees, there won't be any need to treat an employee with AIDS differently from the way that you treat other employees. Nevertheless, you should anticipate and prepare for any situations where safety precautions may be necessary. Your AIDS related concerns may be more complicated if your business is in one of several specific industries. Some employers will find it beneficial to create a formal policy addressing AIDS in the workplace.
Employees divorcing may result in an employer having the legal responsibility of providing benefits to alternate payees (such as ex-spouses) or recipients (such as minor children). Qualified Domestic Relations Orders (QDROs) and Qualified Medical Child Support Orders (QMCSOs) are court orders that impose this responsibility on employers.
A three-step process of doing a job analysis, determining job qualifications, and creating a job description can help you determine what you need from the people you hire. There are several components involved in the first step, which is performing a job analysis.
Federal and state laws place various restrictions on the hours and types of occupations for employing minors. Different rules may apply to workers under 18 and workers under 16. In addition, if you employ minors you will most likely need to obtain your state's version of an age or employment certificate in order to comply with state child labor laws.
Properly used, a computer can help you to become more organized, work more efficiently, and accomplish many tasks. You'll need a variety of information in order to accurately assess the technology requirements for your small business.
'At-Will Employment -- Part 1' reports on the typical employment relationship and how to avoid running afoul of state and federal wrongful discharge employment laws.
'At-Will Employment -- Part 2' reports on the typical employment relationship and how to avoid wrongful discharge claims in state and federal court.
employment reference defamation, defamatory reference letters
Providing employment references are a requirement in some states where employers must provide them to prospective employers under specific circumstances. However, it's important to follow certain guidelines and limit the amount of information you provide to avoid the risk of being sued for defamation, as well as other legal claims.
Smartphones offer a wonderful convenience, but carry the risks of ID theft, viruses, and malware.
The process of paying an employee requires that you determine the compensable work an employee has done. Some activities are not considered compensable, but rather incidental. Deductions may be made from employees' pay under certain circumstances, but the rules differ for exempt and nonexempt employees. The treatment of meals and breaks for the purpose of calculating hours worked is subject to both federal and state laws. Finally, it's important to have an accurate method of tracking your employees' hours worked.
To properly pay your employees, you must determine their hourly regular rate. An employee's regular rate of pay is basically straight-time earnings converted to an hourly figure. Calculating the rate can be quite complex if an employee is not paid on an hourly basis for a 40-hour workweek. You'll want to make sure your calculations are accurate so that you're in compliance with minimum wage and overtime laws.
Case studies illustrating how job advertisements violate age discrimination laws can be helpful in avoiding legal liability when creating a job ad.
A case study of how to calculate an hourly regular rate for a salaried nonexempt employee to pay overtime accurately under federal wage and hour law.
A case study analysis of leasing business equipment compared to purchasing the same equipment.
Federal law prohibits covered employers from basing pay differences solely on gender.
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