Retain Employees with additional Benefits
Companies that do go above and beyond in what they offer may see improvement in morale and an edge...
Must-Have Items for an Employee Handbook
An employee handbook can protect you if you’re taken to court by a disgruntled employee or former...
When Do Employees Have to Be Paid for Breaks?
When dealing with an employee accommodation break, it’s important to follow not just the FMLA and...
Checklist: Switching Payroll Providers
It’s best to switch at the start of the quarter or at the end of the year, when you’ve already...
3 Ways to Reward Employees on the Job
According to the U.S. Department of Labor, a majority of unsatisfied employees leave the job...
IRS Issues Standard Mileage Rates for 2019
Employers should know that these are tax deduction rules, not mandated reimbursement amounts… ...
Top 5 Payroll Mistakes to Avoid
The complexity of payroll withholding makes the process highly susceptible to mistakes.. . The...
7 Questions to Ask When Hiring New Restaurant Staff
Asking the right questions can help you determine whether an applicant is just good on paper or...
6 Tips to improve Employee Performance Reviews
Employee reviews are often seen as monotonous, checklist-based meetings that may or may not end...
OSHA Safety: How to Stay Compliant
[mk_blockquote font_family=”none”] Accidents can happen in any environment…[/mk_blockquote]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.