Top 3 Hiring Strategies for 2023
In today's fast-paced job market, the competition for top talent is fiercer than ever before. With...
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Implementing Management Trends in the Workplace
As businesses strive to effectively manage their operations, a variety of management trends and...
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[Real Life HR] New HR Administrator Needs Help
Q: I'm new to HR and am already feeling overwhelmed with all I have to do. What should I prioritize?
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Is Hybrid Work Here to Stay?
The hybrid experiment has gained traction. By 2023, Gallup research indicated the numbers among...
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[Real Life HR] COBRA Requirements for Employers
Q: An employee was recently terminated. Am I required to offer them COBRA?
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[Real Life HR] An employee requests accommodation for a disability
Q: An employee requested accommodation for a disability. What should I do?
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Supreme Court Reinterprets Undue Hardship Standard for Religious Accommodations
As you may be aware, Title VII of the Civil Rights Act requires that employers with 15 or more...
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Are You Ready for the Pregnant Workers Fairness Act?
The PWFA is active as of June 27, and it changes — on a federal level — the way companies must deal...
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Ahola is Named a 2023 Top Workplace in Northeast Ohio by The Plain Dealer and Cleveland.com!
Ahola is proud to announce we’ve been named to the 2023 Top Workplaces list in Northeast Ohio!...
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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.