Introducing the isolved People Cloud Mobile App
We are thrilled to introduce the upgraded isolved People Cloud Mobile App, now available in both...
Time & Attendance
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Why are Small Businesses Switching to Ahola?
In the evolving world of small business management, finding ways to enhance efficiency and...
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How Ahola and isolved are Revolutionizing HR and Payroll
In the ever-evolving landscape of Human Resources (HR) and Payroll, the role of technology cannot...
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Saving Big Bucks: How Time and Attendance Software Can Benefit Small Businesses
Time is money, and for small businesses, every penny counts. Managing employee attendance and time...
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Federal DOL Announces Proposed Rule to Increase Exempt Employee Minimum Salaries
The federal Department of Labor (DOL) has finally announced the release of itsproposed rule to...
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Ahola Featured on New Day Cleveland!
Did you catch us on New Day Cleveland?
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[Real Life HR] Intermittent Leave under FMLA
Q: What is intermittent leave under the FMLA, and when can employees use it?
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[Webinar Recording] Lunch and Learn Webinar Series: Time & Attendance. Do We Need It?
In case you missed the latest webinar in the series, watch now as we discuss the features of our...
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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 Your Organization Required to Provide FMLA to Employees?
The Family and Medical Leave Act (FMLA) provides covered employees job-protected, unpaid leave for...
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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.