Sooner or later, every small business manager must face the task of terminating an employee. This is a task that can be unpleasant at a minimum and dangerously expensive if not handled carefully. You must remember that there are laws that provide employees with rights that you must not violate.
Traditional leave plans separate time off into different categories, such as vacation, sick, and personal time. Employees are allotted a specific number of days or hours for each category. The time off, which is based on length of service, must be taken for the allotted purpose.
The ramifications of payroll mistakes emanate from external and internal sources. Externally, the government can levy fines and penalties for payroll noncompliance. Internally, employees tend to become seriously concerned when an error shows up on their paycheck.
Cybersecurity — especially data privacy — is one of the biggest problems facing businesses today. These security problems are compounded because every segment of every industry is affected differently, and each is subject to the risk factors peculiar to that segment.
It's a typical scenario at businesses around the country: You need to hire staff quickly, and potential employees arrive with great recommendations. They have all the skills and qualifications for their positions.
The federal Family Medical Leave Act allows eligible employees to take up to 12 weeks of unpaid job-protected leave in a 12-month period for specific reasons, including to care for a newborn, an adopted child or a family member who has a serious health condition.
On December 19, 2016, the U.S. Department of Labor announced a new rule updating the process for reviewing claims and appeals for disability benefits covered by ERISA. Initially, the final rule was supposed to apply to all claims filed on or after January 1, 2018.