September 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.
Short Changed? Dealing with Theft in the Workplace

Is your business losing cash? Is there theft in your workplace? Could it be your customers? Worse yet, is it your employees? Perhaps it’s time to review the checks and balances in your cash handling procedures. Read more.

Stay Up to Date on the Latest Employment Legal Updates

2016 Federal Per Diem Rates Released

California: Can a Notary Public Complete an I-9 Form?
Connecticut: Connecticut Protects Employee Online Accounts
Delaware: Delaware Enacts New Social Media Policy
Georgia: Georgia Employers – Update Your Poster
Minnesota: New Minimum Wage for Minnesota
Rhode Island: Rhode Island – New Pregnancy Accommodation Law

Religious Accommodation

You run a 24 hour/7 day a week manufacturing operation. On the application form, you ask applicants for their availability throughout the week. On his application, Kevin stated he can work any time, any day of the week. Once hired, he lets you know he cannot work on Saturdays for religious reasons. Company policy states all employees will be rotated to work weekends and no accommodations will be made for any reason. While you can probably accommodate Kevin’s request, you fear others will complain the accommodation is unfair and employee morale will be affected.

How should you handle this issue?
  1. You must accommodate the employee. Your policy or the fact that other employees think it is unfair has no bearing on your requirement to accommodate under the law.
  2. You cannot accommodate Kevin’s schedule. Your company policy does not allow for any accommodation. This would not be fair to others and would be “reverse discrimination.”
  3. Kevin did not indicate his need for accommodation and lied on his application; therefore, he forfeited his right to a religious accommodation.
View the answer.

Arrive to Work On Time and Ready

Timeliness is important to any operation. Employees that do not follow the attendance policy by not being on time to work can cause the company, team members, customers, and vendors to waste valuable time. Part of a managers responsibility is to ensure that they and their team are on time and ready to work. 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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