August 2015

HR Strategies goes above and beyond in managing customized HR solutions for companies that are motivated to reduce costs by using HR Outsourcing. As a Professional Employer Organization (PEO), HR Strategies becomes your Payroll Processing Company and Workers' Compensation Outsourcing, handles your Employee Benefits, provides Human Resource Consulting, works with you on Human Resources Regulatory Compliance, and provides Human Resource Training, as well as many other related HR responsibilities.

Our professionals enable small business owners to focus on their core competencies, rather than focusing on running payroll, providing employee benefits, or the many other facets of human resource administration. We allow business owners to concentrate on their passion, without being distracted by countless human resources responsibilities.
Cloaks and Daggers: Religious Accommodations

What if your employee showed up wearing a cloak to work and informs you it’s for a religious accommodation? How would you respond? Are you required to accommodate? See how Riley, the HR Director, handled one such situation. Read more.

Stay Up to Date on the Latest Employment Legal Updates

Changes for Independent Contractors
New FMLA Forms
OSHA Issues New Policies for Healthcare
Updated EEOC Enforcement Guidance

California: Paid Sick Leave Law Amendment
Connecticut: State Enacts “Pay Equity and Fairness Act”
Florida: Pregnancy Now a Protected Class
Florida: New Public Accommodation Law

FMLA - Caring for a Family Member

You have an employee who has been working for you for 6 years. Today he approached HR and asked to take time off to spend time with his grandmother who is in an in-home care facility for Alzheimer’s disease.

He has worked for you for at least 12 months and 1,250 hours in the previous year, so you have no question that he is eligible for leave. You employ over 100 employees, therefore you are a covered employer. However, you do not see “grandmother” listed as a family member under FMLA definitions. In addition, you are not sure why he needs time off to care for a family member, since she is being cared for at an in-patient care facility.

How should you handle this issue?
  1. Deny the leave. A grandmother is not considered a family member under FMLA rules.
  2. Approve the leave. His parents could not care for him as a child, so his grandmother raised him in her home. While he is not providing her direct care, he is offering her psychological comfort during the onset of Alzheimer’s disease.
  3. Deny the leave. He does not need to take time off since the in-patient care facility is providing the care for this individual.
View the answer.

Create a Bully Free Workplace

Does your company foster a bully free workplace? It is the responsibility of the employer to recognize and take action against this disruptive and often harmful behavior. What can you do to avoid workplace bullying? Check out this month’s manager training to find out.

This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.

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