August 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.
Help! I Hired a Registered
Sex Offender!

HR Stories From The Front Lines*

Have you ever hired an employee and later learned that he/she is a registered sex offender? Can you terminate the employee based on this information? Continue reading to see how one HR Manager handled this challenging 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

9th Circuit Confirms Not Everyone Is Allowed in The Tip Pool
‘Regular Rate of Pay’ Includes Cash In Lieu Of Benefits
EEOC Releases Three New Fact Sheets
EEOC Revises Its Proposed EEO-1 Reporting Rule
The ADA Protects More Than People with Disabilities
Translation Required? EEOC Answers “YES!”
New Fair Labor Standards Act (FLSA) Minimum Wage Poster
New Employee Polygraph Protection Act Poster

All States: Minimum Wage Mid-Year Check-Up
California: Clarifying The California Meal Period Requirement
Georgia: Hot Off the Presses – A New Workers' Compensation Notice For Georgia Employers
Massachusetts: Accommodating Transgender Individuals is Now the Law in Massachusetts
Louisiana: Is an Employer’s Use of Cellular Tracking Devices Limited in Louisiana?
Louisiana: New Mandatory Posting Requirements for Louisiana Hotels
Louisiana: Sex Offenders Need Not Apply
New Jersey: All Types of Marital Status Protected in New Jersey
North Carolina: North Carolina Revisits the Scope of Wrongful Termination Claims
Virginia: New Job Safety and Health Protection Notice for Virginia Employers
Washington DC: DC's Minimum Wage Increase Includes Tipped Employees

Has Pikachu Invaded Your Workplace?

Brain Teaser

You have noticed some of your employees getting caught up in the Pokémon GO craze, chattering about the mobile game. You know it’s only a matter of time before this current fad creeps into the workplace and your employees are on their smart phones during work hours or on extended breaks in search of “Pocket Monsters”.

You fear this new obsession will affect productivity and possibly cause accidents and other workplace issues. You believe the only way to avoid complications is to establish a policy against playing Pokémon GO.

How should you handle this issue?
  1. In order to discipline employees for playing Pokémon GO during working time, you must have a specific policy prohibiting employees from playing this game.
  2. Playing Pokémon GO during working time likely violates one or more of your existing policies (e.g. a Cell Phone policy, Computer and Network Use policy, Safety policy and Rest Break policy). Use your existing policies to discipline employees playing Pokémon GO during working time.
  3. You cannot prohibit employees from playing an online game, even during working time. This is a right protected by the National Labor Relations Act.
  4. Enact a policy that prohibits your employees from bringing cell phones into the workplace.
View the answer.

Sexual Harassment...
Do You "Know it When You See it"?
Manager Training

When defining pornography, Supreme Court Justice Potter Stewart wrote, “I know it when I see it.” Does the same mantra ring true for sexual harassment? Read ahead to see if you can identify a potential sexual harassment situation …

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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