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ADA
Affirmative Action
Benefits
Coaching
Discipline
COBRA
EEOC
Exempt and Nonexempt Employees
FCRA
FLSA
FMLA

Free HR Policies Downloads

Hiring
HR Policies (Articles and policies)
Independent Contractor
Interviewing

ADA (Americans with Disabilities Act)

• ADA Accommodations: A Step-by-Step Guide
• ADA Case Helps Clarify Independent Contractor Status
• ADA Does Not Protect Insubordinate Employees
• ADA Guidelines Address Post-Employment Medical Inquiries
• ADA Is No Shield For Employees Who Drink At Work
• ADA and Preemployment Medical Inquiries:   A Prescription for Compliance
• Court Sheds Light on Medical Exams under the ADA
• Employers Win Most ADA Claims
• FMLA and ADA Puzzle: Putting the Pieces Together
• Limited Leave Policies Do Not Violate ADA
• State Workers Not Protected under ADA Employment Provisions
• Stress-free Workplace Is Not a Reasonable Accommodation under the ADA
• Supreme Court Declares Asymptomatic HIV a Disability
• Supreme Court Limits Scope of ADA Coverage

Affirmative Action

• Do All Employers Have to Have a Written Affirmative Action Plan?
• Who Needs Written Affirmative Action Plans?

Benefits

• Cafeteria Plans:  More Choices for Employees
• HR Professional's Quick Guide to COBRA (Download)
• Ordinary Negligence is Not Gross Misconduct under COBRA
• PTO Banks Can Provide Flexibility in Your Workplace

Coaching

• The Coaching Wave:  Are You in the Game?

COBRA (Healthcare Continuation Coverage)

• HR Professional's Quick Guide to COBRA (Download)
• Ordinary Negligence is Not Gross Misconduct under COBRA
• Update on COBRA Notice Requirements
• Latest Status of COBRA Premium Reduction Subsidy

Discipline

• Keep Transfer Decisions Out of Court
• ADA Does Not Protect Insubordinate Employees
• Aggressive and Progressive:  A Disciplinary System That Works
• Behavior of Employees Policy (Download)
• Inconsistent Discipline Can Result in Discrimination Claims
• Withholding Pay as Discipline
• How to Collect When an Employee Owes You Money Q&A
• Should You Test for Drugs?
• Disciplinary Notes: How Long to Keep in File? Q&A
• Consistent Discipline: Not One Size Fits All Q&A

EEOC (Equal Employment Opportunity Commission)

• EEOC Guidance Explains Liability for Supervisor's Harassment
• EEOC Guidance Explains Reasonable Accommodation
• EEOC Issues Guidance on Retaliation Claims
• Your Legal Obligation to Temporary Agency Workers
• EEOC Provides Instruction on National Origin Discrimination
• Supreme Court Endorses EEOC Test for Employee Status

Exempt and Nonexempt Employees

• Calculating Overtime Pay with Vacations and Holidays
• Court Clarifies FLSA's Administrative and Professional Exemptions
• Court Rejects Disciplinary Deductions from Exempt Employee Pay
• Employee Classification Policy (Download)
• Exempt Employees and the Partial-Day Absence Dilemma
• Exempt Status: Understanding the Salary Basis Test
• Independent Contractors:  Correct Classification Requires Knowledge, Patience
• Paying Nonexempt Employees for Travel Time to Seminars or Training
• Employee Classifications in the Spotlight: Make Sure Yours Are Correct
• Can We Require Exempt Staff to Work 40 Hours? Q&A
• When do you have to pay overtime and what penalties you could face if you do not?
• Top Ten Overtime Questions
• Exempt Employees and Partial Day Absences
   
• See also: Wage and Hour
• See also: FLSA

FCRA (Fair Credit Reporting Act)

• Obligations under the FCRA Confuse Employers:  Are You in Compliance?

FLSA (Fair Labor Standards Act)

• $14.5 Million Fair Labor Standards Act (FLSA) Verdict: Could It Happen to You?
• Timeframe for Paying Employees
• Court Clarifies FLSA's Administrative and Professional Exemptions
• FLSA Cases Provide Practical Guidance on Pay
• FLSA Roundup:  Answers to Common Questions on Overtime, Pay, and Deductions
• How to Comply with FLSA Minimum Wage & Overtime (Download)
• FLSA Executive Exemption: Tips for Compliance Q&A
   
• See also: Wage and Hour
• See also: Exempt and Nonexempt

FMLA (Family and Medical Leave Act)

• 10 Frequently Asked Questions and FMLA Checklist (Download)
• Make Medical Certifications Part of Your FMLA Process
• When Do Workers’ Comp Injuries Trigger FMLA? Q&A
• Court Invalidates FLMA Rule Extending Eligibility
• Failure to Provide an Equivalent Position Violates FMLA
• FMLA and ADA Puzzle: Putting the Pieces Together
• FMLA Requires Leave for Care of Adult Children
• FMLA Trouble Spots: "Serious Health Condition" and " Medical Certifications"
• Medical Certification Is Key Element in FMLA Cases
• Navigating the FMLA and Workers' Compensation Maze: A Guide for Employers
• FMLA Case Underscores Need to Determine Reason for Absences
• FMLA Eligibility: Who's Covered?
• FMLA Key Employee Exception – Strictly Limited Uses
• Employee Not Covered by FMLA? Check New ADA Rules Q&A
• Interaction Between FMLA & Attendance Awards Q&A
   
• See also: Leave of Absence

Hiring - Download Hiring Policy

• Rescinding Job Offer After Medical Exam Q&A
• New Hire Orientation - Eight Tips For Effective Integration
• At-Will Relationships Must Be Clear to Your Employees
• Commonsense Actions Can Limit Negligent Hiring Claims
• Offer Letter Stating Annual Salary Does Not Create Contract
• Rejecting Job Applicants
• Risky Business, Part 2: A Primer on Reference Checking Part 1: Providing References
• You Can't Ask That: Application and Interview Pitfalls
• The Case for Using A Standard Application Form
• Rescinding Job Offer Based on New Information Q&A

HR Policies

Articles on Human Resources Policy Administration:

• Six Actions to Improve Your HR Performance
• Clear Rules Help Reduce Liability for Improper Use of E-Mail
• Dress Code Legal Issues
• Exempt Status: Understanding the Salary Basis Test
• HR Personal Liability Update: How to Protect Yourself
• HR Practice Tip: Protecting Against Retaliation Claims
• HR Practice Tip: Reduce the Pain of Performance Evaluations
• Telecommuting Growing Pains:  Five Tips to Make Your Program Work
• The Case for Written HR Policies
• Religious Accommodations: Going Beyond the Law Makes Business Sense
• Does Your Smoking Policy Cover All the Bases?

Free Sample HR Policies:

• Attendance Policy (Download)
• Behavior of Employees Policy (Download)
• Dress Code Policy (Download)
• Drugs, Narcotics, Alcohol Policy (Download)
• Employee Classification Policy (Download)
• Holidays Policy (Download)
• Internet & Communications Systems Policy (Download)
• Pay Procedures Policy (Download)
• Rest Breaks Policy (Download)
• Sexual Harassment Policy (Download)
• Smoking Policy (Download)

Independent Contractor

• ADA Case Helps Clarify Independent Contractor Status

Interviewing

• You Can't Ask That: Application and Interview Pitfalls

Labor Law

• HR Personal Liability Update: How to Protect Yourself

Layoffs

• Common Questions in Layoffs
• Layoff and Recall Policy (Download)

Leave of Absence

• Sick leave abuse and Discipline Q&A
• Are We Required to Pay Employees for Time Spent on Jury Duty?
• Calculating Overtime Pay with Vacation and Holidays
• Eleventh Circuit Strikes Down FMLA Notice Requirement
• Exempt Employees and the Partial-Day Absence Dilemma
• FMLA Requires Leave for Care of Adult Children
• Limited Leave Policies Do Not Violate ADA
• Military Leave Requirements Under USERRA (Download)
• Recent FMLA Case Underscores Need to Determine Reason for Absences
• Legal Issues & Best Practices Q&A

NLRA (National Labor Relations Act)

• Employers Beware:  NLRA Protects Nonunion Activity, Too
• NLRA Claims in a Nonunion Environment
• Court Upholds Nonunion Employees' Right to Representation in Investigations

OSHA

• OSHA Illness and Injury Posting Requirements

PDA (Pregnancy Discrimination Act)

• Pregnant Employee Not Entitled to Light-Duty Position

Personnel Records

• Allowing Employees Access to Personnel Records
• Employee Access to Personnel Records Q&A

Pregnancy

• Complying with Pregnancy Discrimination and Leave Laws
• Pregnant Employee Not Entitled to Light-Duty Position
• Breaks Now Required for Nursing Mothers

Resignation

• Exit Interviews:  Constructive Feedback, Smoother Transitions
• Is Employer Obligated to Pay for Two Weeks after Notice if Employer Requests Employee Leave Now?
• Rescinding a Resignation

Sexual Harassment

• Harassment Responses and Discipline: Prevent Harassment
• EEOC Guidance Explains Liability for Supervisor's Harassment
• Employee Complaint to Department Head Qualifies as Notice to Company of Sexual Harassment
• Employers Beware:  You're Liable for Harassment by Customers, Too
• Internal Investigations: Fairness is Key to Success 
• Making Your Harassment Policy Work
• Supreme Court Rules on Sexual Harassment by Supervisors:  Should You Revise Your Policies?
• Supreme Court Rules Same-Sex Harassment Is Prohibited under Title VII
• Tips For Investigating Sexual Harassment
• Employee Complaint to Department Head Qualifies as Notice to Company of Sexual Harassment
• Required Harassment Policy and Training Q&A

Termination

• Exit Interviews:  Constructive Feedback, Smoother Transitions
• Is Employer Obligated to Pay for Two-Weeks after Notice if Employer Requests Employee Leave Now?
• Rescinding a Resignation
• Risky Business:  A Guide to Providing References Part 2: Reference Checking
• Ten Tips to Prevent Termination Headaches
• Use At-Will to Defend Your Policies, Not as a Reason to Terminate
• Reduction in Force: Layoff or Termination? Q&A

Title VII (Equal Employment Opportunity)

• Inconsistent Discipline Can Result in Discrimination Claims
• Internal Investigations: Fairness Is Key to Success 
• No Surprise: Potential Jurors Don’t Trust Employers
• Religious Accommodation and Work Schedules
• Religious Accommodation Standard Easy to Meet
• Supreme Court Rules Same-Sex Harassment Is Prohibited Under Title VII
• Can you claim a bona fide occupational qualification (BFOQ) to exclude
  women from jobs that require heavy lifting or impose safety risks?

Wage and Hour

• Are We Required to Pay Employees for Time Spent on Jury Duty?
• Calculating Overtime Pay with Vacations and Holidays
• Can We Require Employees to Receive Their Pay by Direct Deposit?
• Exempt Employees and the Partial-Day Absence Dilemma
• FLSA Cases Provide Practical Guidance on Pay
• FLSA Roundup:  Answers to Common Questions on Overtime, Pay, and Deductions
• Inclement Weather and Payment for Missed Work
• Overtime Pay for Two Different Jobs
• Paying Nonexempt Employees for Travel Time to Seminars or Training
• Pay Procedures Policy (Download)
• Requiring Overtime
• Supreme Court Clarifies Comp Time Rules
• Timeframe for Paying Employees
• When Does a Temporary or Part-Time Employee Become a Full-Time Employee?
• Withholding Pay as Discipline
   
• See also: FLSA

Worker's Compensation

• Navigating the FMLA and Workers' Compensation Maze: A Guide for Employers

Wrongful Discharge

• Ten Tips to Prevent Termination Headaches

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Absence
Attendance and Punctuality
Short-Term Absences
Leaves of Absence
Rest Breaks
Meal Breaks
Benefits
Disclosure of Benefits
Vacations
Holidays
Lunch Facilities
Educational Assistance
Employee Counseling
Recognition Awards
Company Products
Relocation
Athletics and Recreation
Conduct
Behavior of Employees
Appearance of Employees
Finances of Employees
Customer Relations
Use of Communications
Conflicts of Interest
Confidentiality
Disciplinary Procedure
Drugs, Narcotics, Alcohol
Employment
Equal Employment Opportunity
Sexual Harassment
Hiring
Employment Agreements
Orientation and Training
Medical Procedures
Serious Diseases
Introductory Period
Transfer
Promotion
Hours of Work
Outside Employment
Employee Classifications
Layoff and Recall
Termination
Retirement
Miscellaneous
Personnel Records
Community Participation
Suggestion Program
Dispute Resolution
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Salary Administration
Performance Appraisals
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Job Evaluation
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Personnel Responsibilities
Model Cover
President’s Letter
Functions of this Manual
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Personnel Manager
Employer-Employee Relations
Employment-At-Will
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Travel
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Business Entertaining
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Clubs and Civic Organizations
Trade and Professional Associations
Work Areas
Employee Safety
Maintenance of Work Areas
Personal Property
Solicitation
Parking
Security
Smoking
Special Reports
New FLSA Regulations: Understanding the Issues