Office Management & HR

Learn more about the resources available for Office & HR.

  • Calculating an Employee's Hours Worked

    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.

  • Calculating Employees' Regular Pay Rates

    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 of Age Discrimination in Job Ads

    Case studies illustrating how job advertisements violate age discrimination laws can be helpful in avoiding legal liability when creating a job ad.

  • Case Studies: Using Arrest Records to Deny Employment

    Case studies explaining when employers subject to anti-discrimination laws may and may not use criminal arrest records to deny employment.

  • Case Study: How to Calculate an Employee's Regular Hourly Pay Rate

    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.

  • Case Study: Equipment Leasing vs. Purchasing

    A case study analysis of leasing business equipment compared to purchasing the same equipment.

  • Celebrate Earth Day By Taking Your Records Electronic

    Earth Day serves as the perfect reminder that we can all play a part in greening our world. Reducing your reliance on paper records can be a win-win for Earth and your business, as long as electronic records are properly created, retained and destroyed.

  • Choosing a Workplace for Your Business

    One of the most important decisions a business owner will make is choosing where to run their business. The type of business you operate can limit the suitability of some options, such as running your business from home.

  • Complying With Gender-Based Equal Pay Laws

    Federal law prohibits covered employers from basing pay differences solely on gender.

  • Complying With GINA's Nondiscrimination Rules

    Employers can find themselves in trouble with the Genetic Information Nondiscrimination Act when requesting medical information about an employee, unless they follow new, specific rules.

  • Complying With OSHA's Hazardous Material Requirements

    If your business involves hazardous materials, to be in compliance with the Occupational Safety and Health Administration's workplace safety rules you must not only follow safety precautions, but also maintain records and communicate information to employees and community emergency organizations.

  • Complying With Wage and Hour Law: The Fair Labor Standards Act

    Determining whether you and/or your employees are subject to the federal Fair Labor Standards Act is the first step in determining what laws you are required to comply with when paying your employees.

  • Conducting a Termination Meeting

    Firing an employee is rarely pleasant. However, a properly conducted termination meeting which preserves the employee's dignity can help defuse even the tensest of situations. There are several steps you can take to fulfill your legal obligations to terminated employees and avoid escalating any hostilities over the firing.

  • Conducting Criminal Record Checks on Prospective Hires

    Whether an employer is permitted to check a job applicant's criminal record depends on various factors. Federal and state laws protect applicants from inquiries into criminal records, including convictions, and usually prohibit arrest record checks altogether. Also, while checks may be permitted, the results may not necessarily be a bar to employment. Employers are required to conduct criminal record checks on applicants in certain professions. Employers who don't do proper checking could face negligent hiring legal claims.

  • Consider Hiring Your Children This Summer

    Hiring your children during the summer can keep them productively occupied and provide you with some significant tax savings.

  • Considerations When Giving Employees Raises

    Employers should review employee compensation on a regular basis and determine whether employee pay raises are warranted. Whether raises are the same across the board, performance-based or calculated using another method, a competitive compensation package is necessary to retain and attract the best employees.

  • Controlling Energy Costs To Save Money

    'Controlling Energy Costs' explains some common ways to reduce energy consumption and save money over time.

  • Controlling Excessive Employee Absenteeism

    Absenteeism can be a costly problem for any business, but the impact on small businesses can be especially severe. Employers can control excessive absenteeism by creating an atmosphere where good attendance is valued. A formal attendance policy can help ensure that attendance problems are dealt with fairly.

  • Creating Effective Job Descriptions

    Job descriptions are an excellent tool in the hiring process for both you and your prospective employees. They can also provide proof as to the essential functions of a job for purposes of complying with federal employment laws.

  • Daylight Savings Brings Payroll Puzzles

    Daylight saving time can impact on employers with hourly employees working at the time that daylight saving time begins and ends.

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