Office Management & HR
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Employers are required to comply with the Occupational Safety and Health Administration's (OSHA) accident, illness or injury reporting and posting requirements, unless they are specifically exempt.
Outsourcing your recruiting to employment agencies frees you from the often time-consuming process involved in finding the right employee. Your input and criteria is used by the recruiting firm to find suitable candidates for your consideration and final approval.
Federal overtime pay laws require employers to pay nonexempt employees overtime for hours worked in excess of 40 hours in a workweek. The overtime rate is one and one-half times the employee's regular rate, except in a few very limited situations. Exceptions exist to the general overtime pay rule for certain occupations. Many states have laws relating to overtime, and if your state's law is more demanding than federal overtime law, you must follow the state law.
The federal minimum wage rate may affect the amount you have to pay your tipped employees
For small businesses, personally recruiting prospective job candidates can be an especially appropriate method of filling hiring needs. Referrals from friends and business associates as well as recruiting at schools can be valuable sources of help.
A whole host of problems can arise when employees use business equipment for personal purposes. Loss of productivity and the misuse of business resources can be curtailed with workplace policies that address the personal usage of business equipment.
The authority to set dress codes belongs to you. However, employers need to be especially careful that dress code requirements do not run afoul of anti-discrimination laws.
The proper response to employee insubordination can range from disciplinary action to termination. A succinct policy can assist employers in appropriately dealing with insubordination issues.
Interviewing job applicants is a critical part of the employee selection process. Planning for the interview requires choosing a location and an interview format. The next step is then understanding how to conduct the interview to obtain and relay information.
When you are trying to fill a position, you're likely to have several applicants for that position. Your next step will be to screen your job applicants which means that you should first determine who is an applicant and then acknowledge those applicants. You will have to determine by what means you're going to obtain the information you need from your applicants to fill your open position with the best candidate for the job.
Employers have a variety of legally required rules they must follow as well as policies and procedures they can implement to prevent and deal with violence in the workplace.
Various payroll issues are involved when calculating employees' pay for vacation time-off.
The majority of small businesses probably don't need a policy addressing employees' access to and dissemination of confidential information or trade secrets. Whether you need a confidentiality policy will depend upon what type of information you feel you need to protect. For some businesses, noncompete agreements may be necessary to prohibit employees from working in a related business in your area for a certain length of time.
Employers should review their hiring strategy to see what worked and where there's room for improvement. Reviewing the hiring process should also include a review of the legality of the methods used to select employees.
Simplified employee pension plans, as their name implies, allow employers to offer employees retirement benefits with ease in the setting-up process as well as participation and administration. SARSEPs, a form of SEPs, are no longer available but may be maintained if already in existence.
Gambling in the workplace can interfere with employee productivity, and a policy setting limits on gambling activities may be warranted.
Once you've hired an employee, you'll need to set up records and personnel files for certain employee information. Federal and state laws require employers to maintain certain records. State law governs access to employee personnel files.
Health care benefits are optional for most smaller employers, but of critical importance to most employees. Employers of all sizes should be aware of the pros and cons of offering health benefits to their employees.
Administering employee benefits can be quite complex. Understanding the considerations involved in the process will assist you in deciding whether you should handle your benefits administration on your own or outsource all or part of it.
If you're thinking of running a home business, you have a special set of issues to consider, along with all the usual issues that must be faced by anyone who is starting and running their own business.
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