[Recorded Webinar] Payroll Today! with Ahola Webinar Series: Payroll Security
Ensuring payroll security and protecting sensitive employee and client data is more critical than...
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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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First-Time Managers Face the Jitters
The new set of responsibilities may be daunting: They range from overseeing department budgets,...
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Ahola Wins the BBB of Central Ohio Torch Awards for Ethics
We are thrilled to announce that Ahola Payroll & HR Solutions has been named a winner of the Better...
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Ahola Selected as Finalist BBB of Central Ohio Torch Awards for Ethics
We are proud to announce that Ahola Payroll & HR Solutions has earned a place as a finalist for the
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Jeff Ahola, CEO, Named to Ohio Business Magazine's Ohio 500
Jeff Ahola, CEO, and co-owner of Ahola Payroll & HR Solutions was recognized by Ohio Business...
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[Real Life HR] We Hired the Wrong Person
Q: The employee we recently hired isn't as qualified as we thought and we think we hired the wrong...
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Are You a Strategic Leader?
You may be hearing lots of talk about the importance of being a good strategic leader. However, if...
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Time & Attendance
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[Real Life HR] Required to Pay for Employee Training?
Q: When are we required to pay for employee training?
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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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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.