Human Resources

The Danger in Hiding Behind Your ‘At-Will’ Status During a Termination Meeting

In my experience, pointing to your at-will status as your reason for letting someone go is rarely the best option.  It leaves the ex-employee confused and searching for answers.  So, while you may have let your employee go for a legitimate (and legal) reason, by not stating this during the termination you create a situation where their imagination is free to wander.  The reasons she comes up with on her own may be much worse and result in the kind of legal headaches you are hoping to avoid.  Perhaps she believes that the reason you fired her is because she was your only employee over 40 yea

HIPAA & COBRA: Three Action Items that may help with ACA Compliance

With all of the hullabaloo of the Affordable Care Act (ACA), it can be easy to forget about HIPAA and COBRA. With recent changes, more enforcement and larger penalties, letting ACA eclipse HIPAA and COBRA can be a costly mistake to make. After years of experience, people often forget how important it is to remain in compliance with HIPAA and COBRA and that the same simple steps may also make ACA compliance easier and more efficient.

How To Hire Rockstar Interns For Your Small Business

Every single year, thousands of people make the decision to apply for internships. Whether it’s for the learning experience, school credit, or a desire to get a foot in the door with a certain company—internships are in high demand. For small businesses looking for a way to attract qualified college students to their company, or to save a little money by eliciting entry-level help—an internship program can be a beautiful thing.

Is Your Company Covered By USERRA?

USERRA applies to any employer that either pays an individual a salary or wages to perform work or controls an individual’s employment opportunities. This broad definition includes an individual or organization to which an employer delegates the performance of any employment-related responsibilities. An entity that performs only “ministerial functions,” however, such as personnel file maintenance or, presumably, paycheck processing, is not considered an employer.