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Should we have a COVID Section in our Employee Handbook?
While COVID will continue to affect our workplaces for some time, we generally recommend not adding...
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The Future of Remote Work
Remote work is here to stay, but the details of your company's remote workforce will depend on many...
Understanding the Employee Retention Credit
The COVID-19 pandemic created unprecedented problems for businesses that were required to shut down...
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OSHA Withdraws Vaccine-or-Test ETS
The Occupational Safety and Health Administration (OSHA) has withdrawn its vaccine-or-test...
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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...
What You Need to Know Before Disciplining an Employee
The prospect of corrective action or termination makes a lot of managers nervous. That’s...
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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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7 Tips to Survive the Worker Shortage
Many businesses are struggling with a worker shortage. It is happening across the board: staff...
DOL Reveals Key Change for Tipped Workers
The Department of Labor has changed its regulations to clarify that "an employer may only take a...
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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.