July 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.
Flying Fists and Workplace Injuries

How would you respond if your employee got into a scuffle while taking his paid rest break? How would you handle it? Was the employee injured? Should this be considered a workers' compensation injury? Let's take a look at what happened, and how one HR manager handled it. Read more.

Stay Up to Date on the Latest Employment Legal Updates

Muslim Job Applicant Should Have Received Religious Accommodation
OSHA Releases New Guidelines for Transgender Restrooms
Two Major U.S. Supreme Court Decisions

California: Joint Employer Liable for Wage and Hour Claims of Co-Employer
Colorado: Employer Has Right to Fire Medical Marijuana User
Louisiana: Employers Can Use Hair to Drug Test
Massachusetts: Final Word on Paid Sick Leave
Montana: Montana Limits Access to Employee Social Media
Oregon: Latest State to "Ban-the-Box"
Oregon: New Amendments to Social Media Laws
Oregon: Oregon Passes New Paid Sick Leave
Tennessee: "Guns in Trunks" Law Amended
West Virginia: New Final Wage Law

I-9 Employment Verification

You have an employee who has been working for you for 6 years. Today he comes to HR to present new documents that have a different social security number, name and birthdate. This employee obviously gave you false documents 6 years ago when he was hired, falsely completed his application and has deceived you about his true identity.

How should you handle this issue?
  1. Terminate this employee. He signed your application stating information listed was true and accurate, and any misstatements or omissions would result in immediate termination.
  2. Terminate this employee. He was obviously illegal before and provided you false documents at hire.
  3. You must accept the new documents as long as they appear to be authentic. As long as this employee is authorized to work, he must be allowed to continue to work.
View the answer.

On or Off the Clock?

Last month we provided a poster to help employees understand the importance of only working while on the clock. This month we shift our focus to management and how to prevent employees from working off the clock. Read more.

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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