December 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.
2016's Top 7 Most Interesting Terminable Incidents

HR Stories From The Front Lines*

"You're fired!" These two words are among the most difficult an employer can say to an employee. Usually, the termination decision is made after multiple failed attempts at corrective action. However, there are situations when immediate termination is the only option. Read ahead to discover our list of the Top 7 Most Interesting Terminable Incidents of 2016:

Read more

(*These Incidents happened; but names and other details have been changed.)

Stay Up to Date on the Latest Employment Legal Updates

Arizona, Colorado, Maine, Washington: 2016 Election Aftermath - Minimum Wage to Increase
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: Minimum Pay for Exempt Computer Professionals and Hourly-Paid Physicians to Increase in 2017
California: New Overtime Rule Coming to California Farmworkers
Colorado: The Right to Inspect Personnel Files
Connecticut: Ban the Box Legislation
Georgia: Limits Joint Employer Exposure for Franchisors
Illinois: Family Caregiver Leave
Illinois: Domestic Workers' Bill of Rights Signed into Law
Illinois: Victims' Economic Security and Safety Act Amended
Illinois: New Restriction on Non-Compete Agreements in Illinois
Oregon: Stricter Paystub Reporting Requirements on the Horizon for Employers
Tennessee: Required for 2017- eVerify (for some Tennessee employers)
Vermont: January 1, 2017 - Paid Sick Leave

FLSA Overtime Rule Blocked by Texas Federal Court
US DOL Files Appeal of FLSA Overtime Rule Injunction
Coming Soon from the DOL -
EEOC's "Direct Threat" Disability Lawsuit Settles for $1.6 Million
EEOC Releases New National Origin Guidance Materials
Equal Pay is a Focus for EEOC
McDonald's Corporate Agrees to Pay Wage and Hour Settlement to Franchise Employees
What HR Departments Need-to-Know About Antitrust Laws...

Arkansas, California, Florida, Maine, Massachusetts, Nevada, North Dakota: Election Aftermath - New Marijuana Laws
Arkansas: Impact of Arkansas' New Marijuana Laws on Employers
Arizona: Coming July 1, 2017 Paid Sick Leave
California: Court Expands Disability Definition and Employer's CFRA Obligations
California: Transportation Network Companies Face New Background Check Requirements
California: Impact of New Recreational Marijuana Law on Employers
California: New DLSE Opinion Letter Regarding California Paid Sick Leave
Florida: Impact of New Recreational Marijuana Law on Employers
Massachusetts: Impact of New Recreational Marijuana Law on Employers
Maine: Impact of New Recreational Marijuana Law on Employers
North Dakota: Impact of New Recreational Marijuana Law on Employers
Nevada: Impact of New Recreational Marijuana Law on Employers
Nevada: Supreme Court Resolves Three Important Wage and Hour Questions
Pennsylvania: Mandatory Payroll Debit Cards Unlawful
Washington: Coming January 1, 2018 Paid Sick Leave

Do you have an HR question that has been keeping you up at night? The following questions were raised regarding the recently enjoined (blocked) FLSA Overtime Rule:

Question #1
Is the FLSA Overtime Rule ever going to go into effect?

Question #2 and #3
I have already given my exempt employees a salary increase to meet the salary requirement under the now-enjoined rule, can I reduce the employees' salaries back to the old levels, since the increase is no longer required?

I have informed my exempt employees that they will be receiving a salary increase to comply with the requirements under the now-enjoined rule, can I rescind the planned salary increase, as it is no longer necessary?

Question #4
I have already reclassified some of my formerly exempt employees as non-exempt. Since the rule is not going into effect, can I reclassify them as exempt?

View the Answers
Top 3 HR Tasks to Complete
Before the New year

Brain Teaser

With the New Year approaching, HR Directors are working hard to get things in order for 2017. With that in mind, what are the three most important tasks an HR Director should accomplish before January 1st?
  1. Prepare W-2s, audit 2016 timecards, and update the employee handbook.
  2. Conduct sexual harassment training for all managers, audit employee vacation and/or sick leave usage, and update the employee handbook.
  3. Update workplace posters, verify minimum wage in all places your company operates, and update the employee handbook.
  4. Conduct training on completing the new Form I9, prepare W-2s, and update the employee handbook.
View the answer.

Increased Headcount May Equal More
Responsibilities in 2017
Manager Training

Did your employee headcount increase in 2016? An increase in employee headcount (depending on the size) may increase your company’s obligations to its employees in the new year. Read ahead to learn three ways the increase in your employee headcount in 2016 affects your company’s responsibilities in 2017.

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.

Opt out of receiving similar emails in the future.