[Real Life HR] How Can We Celebrate the Holidays at Work Without Excluding or Offending Anyone?
Q: How can we celebrate the holidays at work without excluding or offending anyone?
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Is Your Workplace Ready for Severe Winter Weather?
When severe weather strikes, you may have very little time to act. Communication with...
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Preventing Workplace Violence
The first and most obvious step in preventing workplace violence is to understand its meaning....
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[Real Life HR] Employee Makes Harassment Claim
Q: What should I do when an employee claims they have been sexually harassed at work?
[Recorded Webinar] Safeguarding Your Finances: Detecting and Preventing Payroll Fraud
Our latest Lunch and Learn Webinar on fraud detection and prevention is now available for viewing!...
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Annual OSHA Form 300A Posting Begins February 1
Covered employers that had 11 or more employees at any point in 2023 are required to post...
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[Real Life HR] Asking About Employee Medications
Q: Can we ask employees if they are taking any medications that may impair their abilities to do...
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[Real Life HR] Is gender identity considered a protected class under employment law?
Q: Is gender identity considered a protected class under employment law?
[Recorded Webinar] Lunch and Learn Webinar Series: The Importance of Documentation in the Workplace
In case you missed it, watch the latest webinar in our Lunch and Learn Webinar Series as we discuss...
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[Real Life HR] Employee Accused of Harassment at Non-Work Event
Q: Do we need to conduct an investigation if one of our employees has accused another employee of...
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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.