May 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.
Forgive & Forget ... Not This Time

HR Stories From The Front Lines*

Forgiveness. It’s a good thing, right? But should you “forgive and forget” when a top producer (who is “tight” with the boss), gets physical with female employees? How should the HR manager handle this challenging situation ...

Read more

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

Stay Up to Date on the Latest Employment Legal Updates

DOL Releases New Employer FMLA Guide
HR Directors Beware … According To One Court You Could Be Held Individually Liable For FMLA Violations
US Supreme Court Confirms Donning and Doffing Claims are Incredibly Expensive (As In $5.8 Million Expensive)

Maryland, Minnesota, Oregon, Washington DC: Coming This Summer ... Minimum Wage Increases in 4 States
California: California Expands Paid Sick Leave Requirement
California: DLSE Sheds Some Light On California’s Equal Pay Act
California: Reasonable Accommodation Required For Disability Of A Worker's Family Member? Only In California
California: Remain Seated Please … Permanecer sentados, por favor ...
Maryland: Maryland May Be Next to join the Equal pay bandwagon
Michigan: New Michigan Law Limits Joint Employer Exposure for Franchisors
Mississippi: Impact of Mississippi's New Religious Freedom Law on Mississippi Employers
Mississippi: State of the Right to Bear Arms at Work in Mississippi
New York: $15 Per Hour Minimum Wage Goes Bicoastal As New York Matches California’s Minimum Wage Increase
New York: New York’s 2016-2017 Budget Includes Paid Family Leave
North Carolina: Does North Carolina’s New Public Facilities Law Impact Private Employers?
Ohio: Ohio Supreme Court answer question relating to outside salespeople and minimum wage
Oregon: Oregon Proposes Clarification To Employer’s Location For Minimum Wage Increase
Oregon: Stricter Paystub Reporting Requirements On The Horizon For Oregon Employers
Pennsylvania: Medical Marijuana is Legal Pennsylvania. How does that Impact Employers?
Utah: New Utah Law Requires Computer Technicians To Report Child Pornography
Utah: New Utah Law Requires Employers To Provide Reasonable Accommodation To Pregnant Employees

Nightmares Don't Always End With Resignation

Brain Teaser

On Friday, you received a resignation letter from Carrie, your company’s nightmare employee. Carrie constantly argues with co-workers and her supervisor, which makes the workplace miserable for everyone. In addition, Carrie is rude to customers and frequently makes errors. In fact, Carrie’s conduct towards customers recently cost your company one of its most valuable accounts.

Needless to say, upon receipt of Carrie’s resignation letter, you were ecstatic. Yet, before you were able to break out the champagne, you received an email from Carrie. In this email, Carrie claimed she had no choice but to quit because of her manager’s inappropriate behavior.

Do you have to respond to her email?
  1. Yes. You must conduct an investigation and take corrective action, if necessary. You must also respond to Carrie’s complaint, but since she was a nightmare employee, there is no need to offer reinstatement.
  2. No. You do not have to take any action because the complaint was not mentioned in Carrie’s resignation letter. You can just delete her email.
  3. Yes. You must conduct an investigation and take corrective action, if necessary. You must also respond to Carrie’s complaint and should offer reinstatement with the assurance that the complaint has been addressed.
  4. Only current employees can complain about workplace conditions. Carrie resigned, and the company has no legal obligation to investigate the complaint or to reinstate Carrie.
View the answer.

Common Mistakes To Avoid When Your Employee Is Expecting
Manager Training

“I’m pregnant.” These two words can cause an employer a lot of anxiety. There are many pitfalls that can arise when your employee is expecting.

Do you know what mistakes to avoid? 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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