HR Over Coffee by HR 360, Inc.

Under the federal Fair Labor Standards Act (FLSA), non-exempt employees must be paid at least the minimum wage for all hours worked, and overtime at a rate of not less than time-and-a-half the employee's regular rate of pay for any hours worked beyond 40 in a given workweek.

BYOD (Bring Your Own Device) is more than just a trend; it’s fast becoming the norm in mobile business communication. The move to BYOD brings plenty of advantages for employers, some of which might apply to your company.

Nearly 2 million American workers report being the victims of workplace violence every year. While nothing can guarantee that an employee won’t become a victim, there are steps that employers can take to reduce the likelihood of workplace violence.

Paying your employees well is one obvious way to build satisfaction and loyalty, but when raises and bonuses aren’t in the immediate budget, there are plenty of options that won’t damage your bottom line.

As a manager or HR professional, you know that your investment in your employees is far greater than just the salary you pay. But do your employees understand that? It may be time to communicate this information with something known as a Total Compensation Statement.

No matter what size your company is, a formal orientation is the best way to welcome new employees and introduce them to your organization.

U.S. employers are required to complete and retain a Form I-9 for each employee hired to work in the United States…citizen or non-citizen. It sounds simple, but there are lots of questions surrounding I-9s…and as an employer, you need the right answers.

Employee Handbooks - Part 2 leads to the next topic… workplace safety and security.

The employee handbook is one of your first official communications to your new employee, and it should be up-to-date, detailed, and well written.

Employee Recordkeeping: Knowing which records to keep, how to store them, and for how long can spare you administrative and legal headaches. We’ll take a look at how recordkeeping works, and offer you some easy to follow do's and don'ts to guide your efforts.

It's important to conduct a regular review of your HR and benefits-related notices, records, and procedures to ensure compliance with the law and prevent potential liabilities and employee lawsuits. Keep on track with these five simple steps for staying HR compliant.

It’s never easy to lose a valuable employee. When a member of your team announces that he or she is leaving the company, your first thoughts may naturally go to covering the workload and managing the transition. From announcing the departure to affected staff and clients, to preparing to recruit and train a replacement, to managing paperwork and post-employment obligations such as COBRA, you've got a lot to handle.

1:52: What exactly does the Pregnancy Discrimination Act require? According to the EEOC, the PDA mandates that covered employers treat women affected by pregnancy, childbirth, or related medical conditions in the same manner as other applicants or employees who are similar in their ability or inability to work. The PDA covers all aspects of employment, including firing, hiring, promotions, and fringe benefits 2:23: New guidelines clarify that the PDA covers not only current pregnancy, but also discrimination based on past pregnancy as well as a woman’s potential to become pregnant. 2:33: The guidelines also detail the circumstances under which employers may have to provide light duty for pregnant workers, discuss issues related to leave, and explain medical conditions related to pregnancy or childbirth. 2:59: Additionally, the updated guidelines explain how the Americans with Disabilities Act comes into play for pregnant workers, including when covered employers may have to provide reasonable accommodations for workers with pregnancy-related impairments 3:20: The guidelines also discuss best practices for employers to avoid unlawful discrimination against pregnant workers. Guidance on Pregnancy Discrimination - public //

Whether it’s a holiday gathering or summer picnic…the annual office party is a great way to build morale, foster teamwork in a celebratory setting and reward employees for a job well done. However, if you serve alcohol, these events can result in significant liability for your company. Stay tuned for seven smart tips for reducing that risk.

We’ll discuss the performance review meeting itself, and what you can do to make it a success for you and your employee alike.