July 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.
My Disability Made Me Do It!

HR Stories From The Front Lines*

What happens when your employee misbehaves and blames his/her disability? Are you stuck? Can you discipline the employee?

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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

Avoid These Mistakes with Your Pregnant Employees
Clarifying “Incentive Payments” Under the New FLSA Regulations
How Will You Respond To The Department Of Labor’s New Overtime Rule?

All States: Minimum Wage Mid-Year Check-Up
All States: Model Notice Released for Employer Wellness Programs
Alabama: Alabama Non-Compete Law
California: Feelin’ Hot, Hot, Hot!
California: Proactive Employers and the Interactive Process
Colorado: Coming Soon to Colorado – The Right to Inspect Personnel Files
Colorado: New Protections for Pregnant Workers in Colorado
Colorado: Duplication of Effort No Longer Required for Worker Verification in Colorado
Connecticut: Coming Soon – The Ability To Pay Employees’ Wages Via Payroll Card
Connecticut: Connecticut Follows Suit With New Ban the Box Legislation
Connecticut: New Law Governing Physician Non-Compete Agreements in Connecticut
Maryland: Now In Effect - Small Business Retirement Savings Program And Trust
Nevada: Nevada Releases Two New Wage And Hour Notices
New York: New York Prohibits Discrimination Based on Association
Ohio: How Ohio’s New Medical Marijuana Law Affects Your Workplace
Oregon: New Minimum Wage Poster for Oregon Employers
Oregon: Hot Off The Presses – Oregon Minimum Wage Rules
South Carolina: Department of Labor Releases New 5-in1 Workplace Law Notice
Tennessee: New Signage Required to Prohibit Firearms On Employer’s Property
Washington DC: Minimum Wage Increase May Be On The Horizon For DC Employers
Wisconsin:  Bone Marrow and Organ Donation Leave Effective Today

What Happens in Vegas Doesn't
Always Stay in Vegas

Brain Teaser

Your company sent Raymond, its top sales executive, on a four-day business trip to Las Vegas. After work on the second day, Raymond visited a licensed brothel in a nearby town after work and charged the “fees” to the company credit card. It is against company policy for employees to use the company credit card for personal, non-business purchases.

Later that evening, Raymond was arrested and incarcerated for being under the influence of illegal controlled substances. As a result, he missed a meeting with important clients. The clients withdrew a large account, which cost your company thousands of dollars in lost revenue.

How should you handle this issue?
  1. Terminate the employee for being under the influence of drugs and getting arrested.
  2. Terminate the employee for visiting a brothel.
  3. Terminate the employee for charging unauthorized, non-business related expenses on the company credit card and for missing the meeting with important clients.
  4. All of the above
View the answer.

Three Management Mistakes to Avoid

Manager Training

Train your managers to avoid costly mistakes. Continue reading to learn about three common manager mistakes…

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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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