CEDR Solution Center
Welcome to the CEDR Solution Center!
As a member you have access to the expert employment advice you need, when you need it.
In this exclusive member’s area of our website, we provide a virtual bounty of useful information, guidance, forms, and tips intended to keep your office in compliance, and make managing your employer obligations easier. We are in a continual process of building this area – so check back often.
Click below to get the solution you need. If you can’t find what you’re looking for, just call us at 866.414.6056.
Find your Solution
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Member Question of the Week
Questions About Your Handbook
Got a question about your handbook: what's the process, how long does it take, what's included, or who do I call if I need something?
The answers to these frequently asked questions and more are here.
Featured Article
Terminating employees is a necessary part of being an employer. Terminating in a way that leaves both you and the employee with their dignity intact is an important skill to develop. There are also legal issues that can arise when you are not well prepared. Here are some do’s and don’ts to remember when terminating an employee to help you avoid legal and ethica…
2 Minute Trainers
Don’t have time for training on employment issues? Read CEDR’s 2-Minute Trainers. These member emails are designed to give you key guidance on important employment topics in quick fashion. The more you know, the more you stay out of legal trouble. Read from our archives here.| | Print | |
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Can employee rate of pay be changed for team meetings or out of town meetings/seminars. The short answer- yes, in many instances employers can pay a different rate of pay subject to several specific conditions. This is a tough one to get on your own but here are a few guidelines and red flags. The CEDR Solution Center has solutions to many workplace issues. Please log in to see this content. If you're not a member yet, please Contact Us. |
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CEDR This website is intended to provide general information about employment issues and is not to be construed as legal advice. |
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