Rudeness bothers me. It occurred to me that I could refuse in protest. Make everyone wait until the woman came out of the handicapped stall so we could all stare her down as she washed her hands. 

Unless you fired them for something super unethical or illegal (like sexual harassment, fraud, violence, or microwaving cabbage soup), there’s no need to report it. Let the state make the call.

If a California-based employee leaves, check that your provider calculates the accrual on a calendar day basis. If the employee has used some of their balance, this can get tricky. 

Is it okay for an hourly employee to work 30 hrs/week (instead of 40) for 3 weeks due to illness without taking intermittent FMLA? Their manager is cool with it and the employee doesn't want to take PTO.

This story still makes me laugh... and haunts me to this day. Is a boundary still a boundary if only one person asserts it? Or is it rebellion?

If you think that looking up worker’s comp codes is boring, you’re missing out. If you give me a list of thousands of obscure jobs, I’m going to lose at least 20 minutes going through it. 

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