Year End Checklist for Employers
As the year comes to a close, follow this important checklist to wrap up your HR, payroll and...
Are You Required to Pay Employees for Holiday Closures?
According to a SHRM Survey, 97% of responding employers provide some type of paid holidays to...
Why Family Businesses Need HR
It is no secret that prospering organizations have a skillful human resources department. However,...
The 3 Elements of Succession Planning for Family Businesses
Succession planning is the ongoing process of categorizing high-potential employees, evaluating and...
HR Policies to Consider for Family-Owned Businesses
All business owners and managers face challenges. However, family-owned businesses must navigate...
Managing Stress in a Family-Owned Business
According to a COVID-19 study surveyed conducted by the Society for Human Resource Management...
Tips for Virtual Interviews
You shouldn’t change your hiring process simply because it’s virtual. If you usually have a series...
How to Support a Grieving Employee
Everyone experiences grief at some point in their life, and yet for being such a common experience,...
5 Simple Steps to Effective Meetings
Workplace meetings have been getting a bad rap. But, if done properly, they can be a valuable tool...
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[View Webinar] Planning for HR Compliance in 2021
As we prepare to turn the calendar to 2021, the HR landscape continues to change, putting business...
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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.