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aholaadmin
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Tips to Reduce Employee Turnover
Employees who are well-compensated, challenged, engaged and properly managed will likely be loyal,...
Exempt vs. Non-Exempt Employees
To figure out who has to get overtime, look to the job, not the way the employees are paid… Some...
Affordable Ways to Reward Employees
The happiest employees are those who feel they have a real impact on the company they work for… A...
How Payroll Cards Work
Employees can use these cards virtually anywhere a debit card is accepted, including with...
How to Prevent Check Fraud
Positive pay is a check fraud detection service that allows you to take control of items clearing...
Is an Employee Abusing Sick Leave Policies?
You need to document each and every time they call in sick. It also wouldn’t hurt to document the...
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aholaadmin
Posted
Tips to Help Attract and Retain Skilled Manufacturing Talent
Set culture standards early, explaining safety expectations and overall policies… Most firms...
Understanding Form W-2
Employers must send a Form W-2 to every employee, whether they are fulltime or part-time… As an...
5 Interview Questions You Shouldn’t Ask
Asking questions related to protected classes may be a blatant violation of the law or, at the...
OSHA Incidents: Frequently Asked Questions
Illnesses and injuries should be reported within seven days after you’ve been notified… The...
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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.