Trending Topic: Flexible Schedules
For a flexible schedule to work, you need to trust your staff. You don’t need to micromanage the...
Managing Employee Performance with SMART Goals
Goals shouldn’t be easy, but there should be reasonable expectations allowing employees to achieve...
Choosing When to Pay Employees
As long as you pay your employees, at least as frequently as the period specified by your state’s...
Managing Taxes for Multi-State Companies
One of the biggest challenges for multi-state organizations is the integration and management of...
Why Medical Practices Outsource Payroll
With all the work that goes into preparing and administrating payroll, this activity alone can...
Handling HR and Payroll for Remote Employees
Without proper support, your remote team can easily become disengaged. And if you’re not careful,...
Creating Employee Break Policies
The FLSA does not consider meal periods as work hours — which means the time is unpaid and should...
Understanding Garnishments
State wage garnishment limits may differ from federal limits, in which case the smaller amount...
Why Candidates Don’t Accept Job Offers
Your candidates are increasingly more online savvy and will search your company before they decide...
Improving your Recruiting and Hiring Process
9 in 10 job seekers search for jobs through their mobile devices, and 78% say they’d apply to jobs...
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This blog is for informational and educational purposes only. It does not constitute legal advice, and cannot constitute legal advice, because the authors are not licensed attorneys. Readers should not rely or act upon any information presented on this blog without seeking professional legal counsel. The views expressed in each post are those of the author, and the author alone; they are not the views of Ahola. The information provided in this blog is general, and based on information available as of the date of publishing. Information herein is provided on an “as is” or “as available” basis; we make no warranty of any kind to you regarding the information provided and disclaim any liability for damages from use of the blog or its content. Please consult an attorney to obtain advice with respect to any particular question or issue.