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:
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?
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?
Prepare W-2s, audit 2016 timecards, and update the employee handbook.
Conduct sexual harassment training for all managers, audit employee vacation and/or sick leave usage, and update the employee handbook.
Update workplace posters, verify minimum wage in all places your company operates, and update the employee handbook.
Conduct training on completing the new Form I9, prepare W-2s, and update the employee handbook.
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.
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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