Use Benefits to Win Top Talent
A Glassdoor survey found that nearly four in five employees “would prefer new or additional...
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Understanding COBRA Requirements
Your company comes under COBRA’s provisions only if it has 20 or more employees… Losing their...
How to Explain Health Insurance to your Employees
Send messages via email or text when announcing open enrollment or health insurance changes…. ...
Which Benefits Do Employees Value the Most?
According to a 2018 study by the Employee Benefit Research Institute, health, dental and vision...
Include These Notices in Your Open Enrollment
You must furnish participants with an updated SPD every five years if changes are made to the SPD...
How to Create & Implement a Dress Code for Your Workplace
There’s no reason for a call center employee to wear a full suit, and on the flip side, a lawyer...
Which Employees are Entitled to Overtime
Federal law generally maintains that managers who earn above a specific amount should be exempt,...
How Manufacturers Streamline Employee Onboarding
Electronic signatures can be used as a binding agreement and built-in I-9 and E-Verify tools...
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5 Tips to Reduce Employee Turnover in Restaurants
It’s good to know what drives a person to stay in the restaurant industry and the things that they...
Trending Topic: Flexible Schedules
For a flexible schedule to work, you need to trust your staff. You don’t need to micromanage 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.