November 2016

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.
Don't Ever Say This to Your Pregnant Employee ...

HR Stories From The Front Lines*

Congratulations ... one of your employees is pregnant! While you are fully prepared to provide reasonable accommodation throughout this employee's pregnancy, you've noticed that the employee's baby bump is interfering with her ability to easily perform aspects of her job. Yet, the employee has not requested any type of accommodation. Read ahead to learn how one employer (mis)handled this delicate situation.

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(*This incident really happened; but names and other details have been changed.)

Stay Up to Date on the Latest Employment Legal Updates

Terminating an Employee Because She has a Disabled Daughter Cost Employer $165,000
The NLRB Joins the Employee Misclassification Bandwagon
UPDATE: Hearing Date Scheduled for New Overtime Rule Lawsuits
Identifying an Employee's Request for Accommodation
Refusal to Interview Deaf Applicant Proves Costly for McDonald's
OSHA Issues New Guidance Regarding Incentive, Disciplinary and Drug-Testing Programs

All States: Does Your State Require Voting Leave?
All States: Minimum Wage Increases for 2017
All States: Employer Dos and Don'ts for Elections
Florida, Montana, Ohio, South Dakota, Washington: Minimum Wage Increases Announced for Five States
California: Court Clarifies How Not to Structure an Arbitration Agreement
California: Expands Criminal Background Inquiry Prohibition
California: Limits Employers' "Forum Selection" and "Choice of Law" Provisions in Employment Agreements
California: Equal Pay Law Expanded
California: Heat Protection for Indoor Workers Coming to California
California: Minimum Pay for Exempt Computer Professionals and Hourly-Paid Physicians to Increase in 2017
California: Coming Soon - Unisex Single Stall Restrooms in Places of Public Accommodation
California: Clarification Regarding Itemized Wage Statements
Hawaii: A Construction Company Learns an Expensive Lesson
Illinois: Domestic Workers' Bill of Rights Signed into Law
Kentucky: Local Minimum Wage Laws Struck Down
New Jersey: Minimum Wage to Increase
New York: New Law Disfavors Payment of Wages by Direct Deposit or Paycard in New York
Wyoming: OSHA Penalties to Increase in 2017

Don't Worry ... It's Only a Scratch

Brain Teaser

Four days ago, Andy, one of your employees, fell down the stairs. You asked Andy if he wanted to file a workers' compensation claim, but he refused. Andy said that he was fine and did not need to see a doctor. Andy worked the remainder of his shift without further incident and went home. Andy then called in sick the next three days.

This morning, Andy comes to work on crutches and wearing a neck brace. Andy tells you that, after work, his neck was bothering him, so he went to Urgent Care for treatment. Andy hands you a doctor's note, which excuses him from work for the past three days and places him on light duty for the rest of the week - a request that is granted.

You again ask Andy if he wants to file a workers' compensation claim. Once again, Andy refuses, saying that his problems are resolved and he does not want to be a bother.

How should you handle this issue?
  1. All injuries beyond first aid should be reported to your workers' compensation carrier immediately - regardless of what Andy has requested.
  2. Andy has the right to refuse to file a claim. You have fulfilled your obligation under the law by asking him if he would like to file a claim and need to take no further action.
  3. You can ask Andy to sign a waiver. Once signed, Andy cannot later file a workers' compensation claim for this injury.
  4. Andy should be terminated because he did not report his injury to you immediately.
View the answer.

7 FAQs About the New FLSA Overtime Rule
Manager Training

The new FLSA Overtime Rule goes into effect on December 1, 2016 and all employers should be close to finalizing their compliance efforts. However, even with the deadline rapidly approaching, employers continue to have questions. Read ahead see a list of the top 7 questions our HR Professionals have received about the new overtime rule.

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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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