June 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.
Scott Becoming Sally
Treatment of Transgender Employees in Today’s Workplace

How would you react if one of your long-time employees approached you and told you they were undergoing a sex change? Would you know what to say? What to do? What about employee restrooms and dress codes? This month we examine how one HR manager handled the situation and how we can learn from her mistakes. Read more.

Stay Up to Date on the Latest Employment Legal Updates

Fourth Circuit Ruling May Change the Meaning of Harassment

California: California Paid Sick Leave Effective July 1
California: July 1, 2015: Deadline for California Employers
Connecticut: Connecticut’s New Employee Online Privacy Law
Georgia: New Law in Georgia: Pay Cards Accepted
Massachusetts: Massachusetts’ Paid Sick Leave Law Effective July 1
Massachusetts: 6 Month Safe Harbor for Some Massachusetts Employers
New Hampshire: New Hampshire – New Wage & Hour Law
Utah: Utah Supreme Court – Handbook Disclaimers, A Must
Virginia: New Virginia Social Media Law

Deductions to an Exempt Employee’s Salary

You know deductions to an exempt employee’s salary are limited under Federal and sometimes state law. You have an exempt employee who quit in the middle of a workweek. The employee states you must pay her for the entire week.

How should you handle this issue?
  1. You must pay the employee for the entire week.
  2. During the initial or terminal week of employment, an individual’s pay may be reduced to reflect days actually worked.
  3. You are not required to pay any portion of the week since the employee ended employment in the middle of a workweek.
View the answer.

Don't Work Off The Clock!

Do you have hourly employees that work “off the clock?” Do you have a policy prohibiting such conduct? Non-exempt employees must be paid for all hours worked – whether or not the employee is clocked-in. The problem is that working off the clock makes it difficult, if not impossible, for employers to keep track of the hours worked. If challenged, it is the employers – not the employees – burden to prove the employee did or did not work. You may be putting your company at great risk if you allow, or even turn a blind-eye, to employees working off the clock.

Download this poster and make it clear to your employee's "No Working off the Clock!"

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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