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FAQ: Exempt Employee Deductions
Small business owners and leaders often have questions about exempt and non-exempt employee...
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How to Keep Track of Employee Time
Keeping track of employee time is essential, and with new Department of Labor exempt rules in...
[Compliance Update] 2022 Ohio Minimum Wage Changes
On January 1, 2022, Ohio’s minimum wage will increase to $9.30 per hour for employers who gross...
Benefits of Time and Attendance Software
Documentation is key to wage and hour compliance. Simplify time tracking by automatically...
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aholaadmin
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What is the Employee Retention Tax Credit?
What is the Employee Retention Credit (ERC)? The ERC is a benefit under the federal Covid-19...
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aholaadmin
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5 Common COVID Questions Employers Have
These are hard times for businesses trying to navigate the various rules and regulations related to...
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Employers Get Tax Breaks for Vaccination Leave
Small and midsize employers, and certain governmental employers, can claim refundable tax credits...
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aholaadmin
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Planning to Return to the Office?
Lockdown restrictions are lifting and in-person offices are feasible once more. But the news is...
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aholaadmin
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Do Employees Want to Return to the Office?
Most employees have embraced remote work and aren’t eager to return to the physical office, even as...
Rules About Vacation Time
Employers have free rein to determine how much vacation to offer, who is eligible, how vacation...
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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.