December 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.
Weather Related Absences

Winter is upon us which means inclement weather could be a threat to employers and their employees alike. In some cases employees may be unable to make it to work because of dangerous weather conditions. What is the best way to handle these types of absences? Should the employee be paid? Are employees required to use their PTO/vacation banks? Read more on how to handle weather related absences in the workplace.

Stay Up to Date on the Latest Employment Legal Updates

Failure to Accommodate Employees' Religious Beliefs Proves Costly
One Egregious Act Can Amount to Hostile Work Environment Sexual Harassment
Federal Contractors are Required to Post New Supplemental EEO Poster
Constructive Discharge Considered Adverse Action Under the ADA
Likes on Facebook Count as Protected Activity

Alaska, Arkansas, California, Connecticut, Massachusetts, Michigan, Nebraska, New York, Vermont, & West Virginia: 
Increases to State Minimum Wage in 2016 – Is Your Company Affected?

Arizona: No Change to Arizona Minimum Wage for 2016
California: CA Increases Exempt Pay Rate for Computer Software Employee Exemption
California: CA Increases Exempt Pay Rate for Licensed Physician and Surgeon Exemption
California: New Law Creates Individual Liability for W&H Claims for Certain “High Level” Employees
Colorado: CO DOL Clarifies Its Position On “Use-It Or Lose It” Vacation Policies
Colorado: Proposed 1% Increase To Colorado Minimum Wage For 2016
Connecticut: Connecticut Employers, Are Your Wage Payment Practices Compliant?
Connecticut: No Smoking Restrictions Extended to eCigarettes and Vapor Products
District of Columbia: Effective January 1, 2016, DC Employers Must Offer Transit Benefits
Missouri: No Change to Missouri Minimum Wage for 2016
Montana: No Change to Montana Minimum Wage for 2016
New York: New York's New Gender Equity Laws
Utah: Terminating An Employee For Acting In Self-Defense Can Amount To Wrongful Termination

Fair Credit Reporting Act

Your company has an established hiring practice of conducting pre-employment background checks for all management positions. You have received a report indicating a red flag on a new hire. You want to rescind the offer and let the individual know employment will be denied.

How should you handle this issue?
  1. Call the individual and let them know they did not pass the background check.
  2. Provide a Pre-Adverse Action notice prior to running a Credit check, then an Adverse Action letter if employment is being denied based on information contained in the credit report.
  3. Send a letter stating they did not “pass” the background and the offer is rescinded.
View the answer.

Holiday Cheer To All

How do employers manage the chaos of the holidays? How do you include everyone? Is it possible to celebrate the holidays without inviting lawsuits? What about the infamous office holiday party? Read more about how to manage the holiday season.


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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