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Retaliation Revisited |
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Maybe you think you know everything you need to about retaliation. We have covered the basics in a past 2 Minute Trainer. Yet retaliation is truly one of the easiest mistakes to make with an employee, and one of the most expensive. So, today we want to revisit retaliation, with a focus on how to avoid it. |
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Student Interns: Free Labor or Unnecessary Risk? |
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We all had to start somewhere. Offering an unpaid internship to a local student seems like a nice way to give back to someone looking to gain valuable working skills and get a foot in the door. And perhaps your practice gets some free labor in the process. But before you agree to hire an unpaid intern, you need to be certain that you comply with certain legal requirements to avoid having to pay them as an employee. |
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Exempt Status – It’s More than Salary! |
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This month's two minute trainer is BIG! We are finding far too many clients we speak with who still think that if you pay employees a salary, you automatically do not have to track their hours or pay them overtime. This is just WRONG! The FLSA rules for exempt vs. non-exempt status are complex. It’s not surprising that so many do not understand how the classification rules really work. Plus, this is a big focus of IRS and DOL audits recently, so it needs to be a big subject for you too. |
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New Hire Reporting |
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2 Minute Trainer: Have You Been Reporting Your New Hires?
Want to receive tax credits for hiring qualified employees?
This month's two minute trainer addresses an old, yet often overlooked, requirement to report new hires to your state, plus a NEW TAX INCENTIVE which you just may want to take advantage of. We are finding that many small employers are not aware that they must report their new hires. And truly, this is not a big area of enforcement, though there are penalties attached. But now, the new HIRE Act provides tax credits to employers who hire and retain new employees in 2010, but only if you report them. |
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PCC: the Advanced Course |
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In your last 2 Minute Trainer, we addressed the basics of progressive corrective coaching and why, next to your employee handbook, it’s the most important documentation in your office. Now it’s time to take it to the next level. We are finding that many of our members are using corrective action more sparsely than they should, or only with certain employees they perceive as “risky” or troublesome. Corrective action is both a great management tool, and an important method for creating a record of your legitimate employment decisions. But if you only use it occasionally, or worse, only with employees who you fear might have a claim against you, then you are not going to reap the benefits of having this policy. In fact, only using it with some employees can actually start to look like the discrimination you are trying to avoid. |
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