I spoke to someone last week who was confused about how to administer her company’s sick leave policy. This HR person (or should I say “truancy officer”?) was essentially blocking people from using their time and then deleting it before they could. That’s not how that works.

Somewhere between two weeks and thirty years, it has to become something else. 

Most teams treat FLSA salary exemptions as a payroll hack. But you need to do more than pay someone a flat rate for them to be exempt from overtime.

And yet, if 50 of your employees can’t meet at Applebees after work, someone taking leave might not have legal job protection. Even if the work is covered. Even if the team has capacity. Even if the impact is minimal.

Parental leave combines the most complicated parts of HR into one policy: protected classes, disability, paid time off and sick time, obscure payroll esoterica, employees who are "active" but not "working" (and sometimes don't come back when you expect), insurance (policy details, deductions, and a qualifying event), onboarding and offboarding (maybe more than once per person), a bajillionty federal, state, and local laws, many of which conflict

People often confuse their job being 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗲𝗱 (by FMLA, etc.) with getting 𝗽𝗮𝗶𝗱. It's a common mistake. I'm sorry. I really am. I know you're going through a lot. I hate delivering this message when it's already too late. 

We knew the compliance risks when we picked the non-Safe Harbor 401k option. We thought we were keeping an eye on it.

"Is this because I said I wasn't pregnant?" He scratched his beard. He was the first non-birth parent to use the policy. And it wasn’t working as planned. And yes, his claim was denied because he wasn't pregnant.

I don't know who needs to hear this, but Qualifying Life Events (QLEs) aren't written in stone.

FMLA doesn't guarantee paid leave, but some states have paid leave programs.

Everyone understands the need for workers to be able to take breaks during their shift, but meeting those requirements in a dynamic business

Breaks shorter than 30 minutes aren't required under Federal law. Breaks under 20 must be paid and included in overtime, PTO, and FTE calcul

You don’t need to live like this help is available. 🛟 Hiring an outside HR compliance consultant can help you identify the gaps in your co

Many topics that fall under HR are subjective and have some element of unconscious bias at their core, making them a natural magnet for empl

Prioritizing compliance can not only help keep your company out of legal and financial trouble, it can help you attract and retain loyal cus