Employment & Labor Law

Hiring in a Mobile, High-Tech Society

For many, life was a lot simpler decades ago. Granted, the advancements in technology and medicine didn’t seem to come as quickly as they do now. And we probably all wonder how we ever lived without cell phones.  But the slower pace is something people these days probably wouldn’t mind experiencing every now and then.

Calculating Payment for Overtime Hours

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True or False:  Overtime hours must be paid at a rate of at least 1½ times the regular rate of pay. If you said “true” you are correct.  However, do you know what the “regular rate of pay” is and how to calculate payment for overtime hours?

Mandatory Labor Law Poster Changes

The state of Michigan just released a new mandatory notice to Michigan labor law for minimum wage, which must be posted for your employees. The federal government also recently released two mandatory notices that were effective in August.

Responding to Sticky HR Situations

Addressing workplace issues – including sticky HR situations – quickly and efficiently is important to employee retention, productivity, and to avoid and/or reduce potential liability to the company.

Some issues and concerns are common and frequent, and they are quickly and routinely addressed. The quandary occurs when you’re presented with a sticky HR situation that you have not previously encountered.

What do you do when:

You Accept Resumes but don’t have a Job Application? Not a Good Idea.

If you accept resumes, we recommend that you also require the completion of a job application. Here’s why:

Telling isn’t Training

Training employees may be a high priority for employers, but is it often poorly executed. If you train employees properly and give them adequate time to practice their new skills – with ample feedback along the way – you will see increased accuracy, less anxiety, and more teamwork.  

Without proper training, you may be setting your employee up to fail. Think about the impact errors make on your workplace. When a new employee makes mistakes, revenue may be lost, reputation may be impacted, and teamwork may be affected.  You may even lose the employee.  

What is My Legal Obligation to Pay Employees?

What is My Legal Obligation to Pay Employees? What Happens If I Don't Pay Them?

Times are tough for many companies, and when cash is short it is tempting to try to save money by delaying payment to employees or not paying terminated employees. But paying employees is one of your top legal obligations. If you have employees, you must pay them. Attorney Michael Helfand discusses the legal obligations of employers and the repercussions if employees are not paid in a timely manner.

Federal and State Laws About Paying Employees

Immigration Changes Extremely Likely

The recent election results will produce significant changes in U.S. immigration policies and processes. With a Republican-controlled House, Senate and the Presidency, changes to current U.S. immigration processes appear to be guaranteed. In addition, changes to U.S. immigration laws and regulations are expected.

Some of these expected changes are likely to be drastic and quick, while others will take time to be passed into law or otherwise take effect.

What’s possible and quick in President-elect Trump’s first 100 days in office?

Utilizing Assessment Tools for Hiring

Once you have conducted your interviews and narrowed it down to your top candidates, it is now time to choose between these top candidates. Many organizations choose to do assessments to help them make this final decision.

There are several different types of tests available; personality, cognitive, biographical, integrity, job knowledge, physical ability, work samples and simulations, reference and background checks. The right assessment tool can also provide information about how well a candidate can handle the tasks associated with the position.

Employers Must Be Ready for December 1; There Is No Choice

The United States Department of Labor (DOL) Final Regulations, changing the minimum salary requirements for exempt salaried executive, administrative, professional, and computer employees, go into effect on December 1, 2016. December 1 is the deadline. There is no grace period.