[Watch Now!] Lunch and Learn Webinar Series: Navigating Increased ICE Enforcement – Expert I-9 Compliance Strategies
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Cleveland Enacts Salary History and Pay Transparency Law
Beginning October 27, 2025, employers with 15 or more employees in Cleveland will be prohibited...
[Real Life HR] Hiring High School Students: What Employers Need to Know
Q: We are considering hiring high school students for summer help. Are there any specific...
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[Real Life HR] Can You Let an Employee Go Immediately After They Give Notice?
Q: Can You Let an Employee Go Immediately After They Give Notice? A: When an employee submits their...
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[Real Life HR] Can You Ask Applicants About Their Immigration Status?
Q: Can we ask job applicants about their immigration status? The Short Answer: No Employers should ...
[Real Life HR] Reusing Another Company's Handbook: Is It a Risk?
Q: My company has an employee handbook, but it hasn’t been updated in several years. A friend of...
Federal Court Halts Corporate Transparency Act Enforcement
On December 3, 2024, a Texas-based federal court issued a sweeping order that prohibits the federal...
EAP Exemptions Explained: Key Salary Levels and Compliance
It's long been a policy that employees are exempt from the Fair Labor Standards Act's minimum wage...
Ahola Launches New BOI Filing Service Assisting Clients with Corporate Transparency Act Compliance
Ahola Payroll & HR Solutions, a leading provider of payroll and human resources services, is...
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Voting Leave Compliance
Election Day is almost here, so now is a good time to brush up on voting leave laws and make sure...
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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.