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Best Practices for Conducting Job Interviews
When interviewing job candidates, time is critical.The time you spend talking to candidates adds up...
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How to Support a Pregnant Employee
Companies cannot discriminate against pregnant employees, but there is that more companies can and...
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Are All Companies Required to Comply with Federal Employment Discrimination Laws?
Most of the federal employment discrimination laws kick in when an employer reaches a certain...
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[Watch Recording] Masterclass Webinar Series: Tracking Important HR Basics for Every Business
In case you missed it, watch the recorded webinar as we discuss setting up and tracking important...
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Ahola is Named a 2022 Top Workplace in Northeast Ohio by The Plain Dealer and Cleveland.com!
Ahola is proud to announce we’ve been named to the 2022 Top Workplaces list in Northeast Ohio!...
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[Payroll Compliance Checklist] What You Need to Know As a Small Business
Payroll compliance is about meeting your payroll obligations as required by law. Read more to learn...
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What Does Gen Z Want From an Employer?
Company leaders seeking to have sustainable businesses need to pay attention to what Gen Z, the...
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HR, Benefits and Payroll Checklist Example
Human resources, employee benefits, and payroll functions are separate yet intertwined, and...
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Can Employers Request References from Candidates in Certain Roles?
During the recruiting process, small businesses often have questions about requesting references...
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Maintaining Compliance During an Employee Termination
Terminations are nerve-wracking. They're not easy to do, even when necessary. Nothing you can do...
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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.