But why would someone take a 40+% pay cut by choice? That time must be more valuable than money. There are plenty of reasons besides laziness why this might be true. 

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.

A PEO is an insurance broker, a guardrail, and a payroll provider. But it’s not a brain. Some people need a PEO. Some need a person. Most don’t know which they are.

Did you know: Payroll doesn’t update tax settings automatically when someone moves. If you live somewhere where it’s common to commute across state lines, having different settings for where someone lives and works seems natural.

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

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. 

Founders love to say, “But we’re a startup.” Like sloppiness is a badge of honor. It's less cute when it comes up in diligence. Here are three dumb mistakes that could have tanked a deal, and the simple fixes that saved them.

Termination isn't just a button in your HRIS. It's a tightly regulated event. It's the kind of process where everyone is watching. That’s why HR and managers feel so much pressure to keep it confidential. But too much confidentiality means the people responsible for execution don’t have enough time to get it right. 

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

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

Running the People side of your business takes a lot of work, but hiring a PEO comes with trade-offs that you may regret later.

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