Hey ASAP Members! If you subscribe to our HelpDesk Suite of Compliance Tool-Kits or have recently joined our Audit-Secure Assistant Program, you may know that on occasion we provide FREE webinars as part of your program. Well, it’s time again. In October we are offering a Wednesday afternoon webinar on Workplace Violence: How to identify […]
Author: Lisa Smith, SPHR
Wage and hour complaints are one of the fastest rising issues in employment law. An employee policy manual is one major way employers can show they made significant efforts to “clearly communicate” to all employees the intent to obey the law on all issues. That is of course assuming the policy manual is written to […]
The BIG 2016 Presidential Election is only a few weeks away. How will you handle employees who wish to vote on election day? Voting laws vary from state to state. Does your company have a written policy and procedure that accurately reflects the voting laws in your state?
The BIG 2016 Presidential Election is only a few weeks away. How will you handle employees who wish to vote on election day? Voting laws vary from state to state. Does your company have a written policy and procedure that accurately reflects the voting laws in your state?
Some say the overtime rules will never see implementation in December. Is this true? Who is trying to block the rules? Read one…
Hey Warriors, We have been wondering about the new I-9. Well wonder no more……. just read on!
USDOL is famous for requiring three years’ of payroll information during a FLSA investigation. They often assess civil money penalties when FLSA violations are determined to be “willful”. So, what is the actual definition of the word willful?
USDOL is famous for requiring three years’ of payroll information during a FLSA investigation. They often assess civil money penalties when FLSA violations are determined to be “willful”. So, what is the actual definition of the word “willful”?
Read this account of a recent investigation by the Department of Labor (DOL). A small convenience store in New Hampshire found out the hard way employers must Pay Overtime or Pay Double Damages.