OSHA Form 300A Must Be Posted February 1
Employers that had 11 or more employees at any point in 2021 are required to post Occupational...
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FAQ: Exempt Employee Deductions
Small business owners and leaders often have questions about exempt and non-exempt employee...
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Supreme Court Blocks OSHA Vaccine Mandate
The U.S. Supreme Court has blocked OSHA's emergency temporary standard mandating that businesses...
Does Your Office Need a First-Aid Kit?
As the leading federal agency on health and safety, the Occupational Safety and Health...
How to Keep Track of Employee Time
Keeping track of employee time is essential, and with new Department of Labor exempt rules in...
What You Need to Know Before Disciplining an Employee
The prospect of corrective action or termination makes a lot of managers nervous. That’s...
IRS Announces Mileage Rates for 2022
Each year, the government announces the mileage rates taxpayers can use when applying for...
Payroll & HR Year-End Checklist
As the end of the year approaches, use the following checklist to prepare your business for...
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IRS Offers Guidance on Employee Retention Credit
The IRS has issued guidance for employers regarding the retroactive termination of the Employee...
Form I-9 Compliance and Basics
What is Form I-9? U.S. employers are required to use the Form I-9 — a key federal document used to...
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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.