HR Matters E-Tips - Archives

• Employee Access to Personnel Records Q&A
• Sick Leave Abuse and Discipline Q&A
• Six Actions to Improve Your HR Performance
• Keep Transfer Decisions Out of Court
• Harassment Responses and Discipline
• Harassment Investigations When No Formal Complaint is Made Q&A
• Sick Leave Abuse and Discipline Q&A
• New Hire Orientation: Eight Tips for Effective Integration
• Why Written HR Policies Limit Liability (Part 1 of 2)
• Why Written HR Policies Limit Liability (Part 2 of 2)
• Rescinding Job Offer After Medical Exam Q&A
• Overtime Issues under the FLSA (Part 1 of 2)
• Overtime Issues under the FLSA (Part 2 of 2)
• Requiring English in the Workplace
• Ban on Employee Discussion of Pay Q&A
• Why You Need Written HR Policies (Part 1 of 2)
• Why You Need Written HR Policies (Part 2 of 2)
• COBRA Denial of Benefits and Misconduct Q&A
• Balancing Off-Duty Conduct Issues (Part 1 of 2)
• Mandatory Overtime and Alternatives
• Understanding the EEOC Complaint Process
• Absenteeism: How the FMLA and ADA Interact
• Direct Threat and the ADA
• Balancing Off-Duty Conduct Issues (Part 2 of 2)
• Post OSHA Form 300A Next Week
• 8 HR Best Practices to Advance Your Career
• Asking Applicants about Arrests and Convictions Q&A
• Why Written HR Policies Limit Liability (Part 1 of 2)
• Why Written HR Policies Limit Liability (Part 2 of 2)
• Stay on Top of OSHA Posting Requirements
• Placing Employees on FMLA Leave Q&A
• Accommodation of Continuing Health Problem After FMLA Leave Q&A
• Medical Records & Terminated Employees Q&A
• Ten Steps to Better Promotion Decisions
• Tobacco Issue You May Have Missed Q&A
• Transfers and the ADA
• Bereavement Leave and the FMLA Q&A
• Direct Threat Standard and the ADA
• Prepare Now For EEO-1 Revisions
• Post OSHA Form 300A Next Week
• Compliance Training: Who Needs It?
• Editor's Pick: Nine Web Sites for HR Professionals
• Polygraph Test Restrictions
• Five Keys to Effective Performance Evaluations
• 8 Steps to Protect Against Negligent Hiring Claims
• Understanding Pay for Travel Time
• FLSA Part-Time Exemption Issues Q&A
• Your Guide to COBRA Compliance (Part 1 of 2)
• Your Guide to COBRA Compliance (Part 2 of 2)
• Compensatory Time-Off for Nonexempts Q&A
• Legislative Rush Creates 12 HR Challenges
• 6 Dress Code Tips You Should Know
• Drug Testing Alternatives Q&A
• Compliance Inspections: Be Prepared for OSHA
• Introductory Periods and the At-Will Status
• Taking FMLA Leave & Working a Second Job Q&A
• 6 Ways to Recruit the Best Talent Around
• FMLA Intermittent Leave and Workweek Calculation Q&A
• Performance Appraisal Guidelines
• Drug Testing Considerations
• FMLA Intermittent and Reduced Work Schedule Leaves (Part 1 of 2)
• FMLA Intermittent and Reduced Work Schedule Leaves (Part 2 of 2)
• Answers to Your Top 7 COBRA Subsidy Questions
• Use Release Agreements Carefully in Terminations
• Termination: Timely Pay & Vacation Issues Q&A
• NLRA Claims Sneak Up on Nonunion Employers
• Identity Theft Protection Rule Sneaks Up On HR
• Paying Travel Time for Nonexempt Employees
• Understanding Pay for Travel Time
• Sexual Harassment Training: The Right Policy & Compliance Mix
• Overtime Pay for Two Different Jobs Q&A
• FMLA Leaves and Termination Actions
• Tape Recording Counseling Sessions Q&A
• Limit Legal Exposure with Supervisor Training
• FMLA Additions and Revisions Outlined
• COBRA Qualifying Events Explained
• Avoid Liability: 40% Report Harassment Complaints
• Filing I-9 Forms Separately Q&A
• Termination and Release Agreements
• Rest Breaks – Legal Issues & Worker Needs
• Tips for Conducting Effective Exit Interviews (Q&A)
• FLSA: When Do Volunteers Have To Be Paid?
• Leave Reinstatement Rights from A (ADA) to U (USERRA) (Part 1 of 2)
• Leave Reinstatement Rights from A (ADA) to U (USERRA) (Part 2 of 2)
• Harassment by Customers Puts You in Hot Water
• Benefits Required for Temps and Part-Timers
• Employee Rights in Disciplinary Meetings Q&A
• Your Duty To Prevent Harassment by Customers
• ADA – Manage Clash Between Work Rules and Drug & Alcohol Protections
• Age Discrimination Primer
• Employer Liability for Secondhand Smoke
• Personnel Files – When to Allow Employee Access?
• Mental Illness under the ADA and FMLA
• How to Handle Employee Body Odor Complaints Q&A
• Managing Excessive Absenteeism (Q&A)
• Rules on Cost Reimbursement for Uniforms
• Direct Payroll Deposit Q&A
• FLSA Overtime Regulations
• Disciplinary Suspensions and Exempt Employees (Q&A)
• Balancing Prescription Drugs, Work, & ADA Q&A
• "At-Will" Double-Edged Sword: Use with Care
• Watch Out for Termination Lawsuits
• Exempt Employee Disciplinary Suspensions
• Severance Pay Q&A
• Handling Difficult Situations – Body Odor Q&A
• Exempt Pay When No Accrued Time-Off Left Q&A
• Balancing Privacy Issues in the Workplace (Part 1 of 2)
• Balancing Privacy Issues in the Workplace (Part 2 of 2)
• ID Theft Protection for You & Your Employees
• Exempt Employees and the Salary Basis Test (Part 1 of 2)
• Exempt Employees and the Salary Basis Test (Part 2 of 2)
• Fair and Effective Internal Investigations
• FMLA Leave to Care for Adult Children
• Exempt Pay When No Accrued Time-Off Left Q&A 
• Meal Breaks: State & Federal Law Interaction
• FCRA Covers More Than Credit Checks (Part 1 of 2)
• FCRA Covers More Than Credit Checks (Part 2 of 2)
• FACTA Revisited
• Rules Covering Summer Employment of Minors
• COBRA Notices and Proof of Delivery Q&A
• When is Changing Clothes Working Time? (Q&A)
• Medical Leave When FMLA Not Available Q&A
• Use Background Checks to Prevent Hiring Problems (Part 1of 2)
• Use Background Checks to Prevent Hiring Problems (Part 2 of 2)
• Holiday Pay for Exempt Employees Q&A
• The ABC’s of Garnishments
• Summer Hiring – Restrictions on Underage Workers
• How to Prevent Age Discrimination (ADEA Issues)
• Equal Pay Law Q&A
• Train Managers for More Effective Evaluations
• FMLA Medical Certification Explained
• I-9 Reverifications Q&A
• Paid Days Off and Overtime Calculation Q&A
• Different Dress Codes for Men and Women
• Harassment Investigations: HR Matters E-Tips Newsletter
• Harassment Investigations
• Equal Pay Act Obligations Q&A
• FLSA Recordkeeping Violations Bite Employers Q&A
• ADA Medical Inquiries (Part 1 of 2)
• ADA Medical Inquiries (Part 2 of 2)
• Benefits for Part-Timers Working Full-Time Q&A
• Workplace Searches: Practical and Legal Concerns
• Legal Status of Staffing Agency & PEO Workers
• The ADA and Mandatory Overtime Q&A
• Are PTO Plans Right for Your Organization?
• Absenteeism and the FMLA and ADA
• HR Matters E-zine
• Effective Performance Appraisals
• FMLA 12-Month Rules
• FLSA, Mandatory Overtime, and Alternatives
• Mandatory Overtime, and Alternatives
• Seven Steps to Effective Arbitration Agreements
• Inadequate Supervisory Training Puts Employers in the Hot Seat
• The ADA Disability Definition
• The FLSA Administrative Exemption
• Genetic Testing
• New Employees, Holiday Pay, and the FLSA Q&A
• ADA Pitfalls in the Hiring Process
• Summer Dress Code Challenges
• Employee Privacy and Electronic Monitoring
• New COBRA Notice Requirements
• Student Interns (Q&A)
• IRS Makes Mid-Year Increase to Standard Mileage Rate
• Interview Questions: Asking about Alcohol Use Q&A
• Identity Theft Protection Tips for You and Your Employees
• Managing FMLA Intermittent and Reduced Work Leaves
• Work-Related Injuries – the FMLA, ADA, and WC  (Part 1 of 2)
• The FMLA, ADA, and WC (Part 2 of 2)
• Tattoos, Body Piercings, and Casual Dress Issues
• Protect Against Negligent Hiring Claims
• Effective Discipline: Improve Performance and Reduce Exposure
• Eight Tips for Effective Terminations
• Application and Interview Pitfalls
• Drug Testing Considerations (Part 1 of 2)
• Drug Testing Considerations (Part 2 of 2)
• Six Tips for Conducting an Investigation
• EEO-1 Filing Reminder
• FLSA Issues & Summer Interns Q&A
• Employee Discipline Pointers
• FLSA Exempt Salary Deductions
• Make Sure Educational Requirements Are Job-Related Q&A
• Importance of Effective Harassment Investigations
• Termination and ADA Disability Issues Q&A
• Best Practices for Application Forms
• Exit Interview Tips
• FLSA: When is a Manager Really Exempt?
• When is a Manager Really Exempt?
• Personnel Records: Keeping I-9 Forms Separate
• Holding Paycheck as Discipline
• Termination and ADA Disability Issues Q&A
• Notice Requirements for Policy Changes Q&A
• Reasonable Accommodation in the Hiring Process
• Reasons To Consolidate All Application Processing in HR Q&A
• 5 Ways to Retain Your Top Performers in a Competitive Market
• Use Background Checks to Prevent Hiring and Legal Problems (part 1 of 2)
• Use Background Checks to Prevent Hiring and Legal Problems (part 2 of 2)
• Time-Off for School and Donor Activities
• Exempt Regulations and Partial Day Absences
• Pregnancy Discrimination and Leave Laws Demystified (Part 1 of 2)
• Pregnancy Discrimination and Leave Laws Demystified (Part 2 of 2)
• Legal Guidelines for Fair and Consistent Discipline
• Absenteeism and the FMLA and ADA
• Moonlighting -- How to Deal with Outside Employment
• Harassment Complaints: Appropriate Responses and Discipline
• Hostile Work Environment Harassment
• Three New Trends in Employer Benefits
• Noncompete Agreements
• Don't Let HR Policies Become Contracts
• Holiday Pay and Overtime Calculations Q&A
• FLSA Trap: Exemptions and Partial Day Absences
• Exemption Regulation Headaches and Partial Day Absences
• FLSA Trap: Exemptions and Partial Day Absences
• Record Retention Requirements
• Effective Employee Conduct Policies
• Disciplinary Policies Can Become Contracts
• FMLA Reinstatement Rules Q&A
• FMLA Reinstatement Rules Q&A
• Pregnancy Leave When Not Covered by FMLA (Q&A)
• Pay for Changing Clothes at Work Q&A
• FMLA Serious Health Condition Trends
• Dating and Family Relationships in the Workplace
• EEO-1 and VETS-100 Changes and Due Date
• Cell Phone Use, Driving Distractions, and Employer Concerns
• Pay for Changing Clothes at Work Q&A
• Health Coverage Obligations under the FMLA (Part 1 of 2)
• Health Coverage Obligations under the FMLA (Part 2 of 2)
• Don't Let HR Policies Become Contracts
• Discipline and Retaliation Claims
• Promotion Decisions and Discrimination Claims
• Termination Lawsuits
• Essential Job Duties and ADA Disability Issues
• Federal vs. State Wage Payment Requirements Q & A
• Driving Record Checks Q&A
• Tracking Exempt Employee Hours Q&A
• Payday Requirements (Q&A)
• Pay for Weather-Related Business Closing Q&A
• Exempt Employees Performing Nonexempt Work Q&A
• Different Dress Codes for Men and Women?
• Legal Implications of Suggestion Programs
• Fair and Consistent Discipline
• Tax Aspects of Tuition Reimbursement
• Mandatory Retirement Age Q&A
• FMLA and the Key Employee Exception
• Exempt Employees Performing Nonexempt Work Q&A
• FMLA and the Key Employee Exception
• Genetic Testing Not Worth Risks
• Employee Disloyalty and Conflicts of Interest
• Layoffs and WARN Act Requirements
• The ADA, FMLA, and Work Rule Violations
• Your Legal Exposure for Employee Drivers Q&A
• Layoffs – When Do You Have to WARN Employees?
• The FLSA Administrative Exemption Revisited
• Understanding On-Call Pay
• "At Will" Termination (Part 1 of 2)
• "At Will" Termination (Part 2 of 2)
• Application Forms and Resumes (Q&A)
• HR Issues and the Presidential Candidates (Part 1 of 2)
• HR Issues and the Presidential Candidates (Part 2 of 2)
• Six Steps to Effective ADA Accommodations
• Six Steps to Effective ADA Accommodations (Part 2 of 2)
• When to Pay for Training Time Q&A
• ADA: Tricky Definitions
• Tricky Definitions
• Preventing Discrimination Claims After Layoffs
• ADA: Tricky Definitions
• Mandatory Overtime and Alternatives
• How Introductory Period Impacts At-Will Status
• Bona Fide Occupational Qualifications Q&A
• Employee Voting Rights
• Travel Time Pay (Q&A)
• Employee Voting Rights
• Confronting Employee Drinking Problem Q&A
• Handle Employee Voting Rights Properly
• Five Tips for Writing Job Offer Letters
• OSHA First Aid Requirements Q&A
• Employee Discipline (Part 1 of 2)
• Employee Discipline (Part 2 of 2)
• Tax status of Employer Awards and Gifts Q&A
• Which HR Laws Apply to You?
• When to Pay for Training Time Q&A
• Pay Deductions for Money Owed Q&A
• Lawsuits After an Employee Quits
• Seven Deductions Allowed by FLSA Exemption Regs
• ADA, FMLA, and Work Rule Violations
• Sexual Harassment Training: The Right Policy & Compliance Mix
• Compensatory Time Off for Nonexempts Q&A
• Indoor Air Quality and Sick Building Syndrome Q&A
• Protecting Against Negligent Hiring Claims
• Common Questions in Layoffs (Part 1 of 2)
• Common Questions in Layoffs (Part 2 of 2)
• Work Stoppage and the NLRA Q&A
• Disciplinary Suspensions for Exempt Employees Q&A
• Classifying Independent Contractors (Part 1 of 2)
• Classifying Independent Contractors (Part 2 of 2)
• Calculating Working Time under FLSA (Part 1 of 2)
• Calculating Working Time under FLSA (Part 2 of 2)
• Personal Property Brought to Work: 4 Policy Considerations
• Personal Property Brought to Work: What You Should Know
• Exempt Employees and Unpaid Holidays Q&A
• Mandatory Overtime and Alternatives
• Holiday Pay, Bonuses, and Overtime
• IRS Issues New Reimbursement Rates
• Policy Considerations on Cell Phones, Driving, and Your Liability (Part 1 of 2)
• Policy Considerations on Cell Phones, Driving, and Your Liability (Part 2 of 2)
• Alcohol, Holiday Parties, and Liability (Part 1 of 2)
• Alcohol, Holiday Parties, and Liability (Part 2 of 2)
• Extra Compensation for Exempt Employees Q&A
• HR Matters E-Tips Newsletter: Personnel Records Access Q&A
• Personnel Records Access Q&A
• FMLA Final Regs Issued; Take Effect in January
• FMLA Leave & Paid Holidays Q&A; Plus, New I-9 Form
• Time to Update Your Harassment Policy
• When FMLA Leave is Exhausted
• Prescription and Other Legal Drugs at Work Q&A
• ADA & Prescription Drug Use at Work Q&A
• Gift Cards as Taxable Income Q&A
• FMLA Leave and Childcare Q&A
• Holiday Pay, Bonuses, and Overtime
• Paid Time-Off During FMLA Leave
• Overtime for Exempt Employees Q&A
• ADA Amendments Take Effect Thursday
• Disciplinary Suspensions for Exempt Employees Q&A
• Compensatory Time Off for Nonexempts Q&A
• Which HR Laws Apply to You?
• Confronting Employee Drinking Problem Q&A
• Six Steps to Effective ADA Accommodations (Part 2 of 2)
• Six Steps to Effective ADA Accommodations
• Layoffs – When Do You Have to WARN Employees?
• FMLA and the Key Employee Exception
• Exempt Employees Performing Nonexempt Work Q&A
• Health Coverage Obligations under the FMLA
  (Part 2 of 2)
• Health Coverage Obligations under the FMLA
  (Part 1 of 2)
• Pregnancy Leave When Not Covered by FMLA (Q&A)
• FLSA Trap: Exemptions and Partial Day Absences
• Harassment Complaints: Appropriate Responses and Discipline
• Legal Guidelines for Fair and Consistent Discipline
• 5 Ways to Retain Your Top Performers in a Competitive Market
• Personnel Records: Keeping I-9 Forms Separate
• Importance of Effective Harassment Investigations
• EEO-1 Filing Reminder
• Effective Discipline: Improve Performance and Reduce Exposure
• Interview Questions: Asking about Alcohol Use Q&A
• ADA Pitfalls in the Hiring Process
• Seven Steps to Effective Arbitration Agreements
• Are PTO Plans Right for Your Organization?

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