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The COVID-19 pandemic has changed the way we do business, live our lives, and travel. As restrictions start to lift, many businesses are ready to get their employees back to work.
If you're preparing to reopen your doors, it's important to understand how to make the transition easier for everyone involved.
There’s little doubt that COVID-19 has left a permanent mark on the workforce. Millions of workers have been forced to adjust to working remotely or work under quarantine conditions for the first time in their careers. Combined with the fear of contracting the virus, all employees anxiously watch as their peers become another unemployment statistic -- wondering if they will be next.
Your business needs more than just a payroll service. A PEO can help your business and employees recover during COVID-19 and beyond.
You've designated specific job roles and responsibilities, but have you taken the time to classify your employees?
If you're a business owner or human resource manager, this is one step you can't afford to miss. Classifying your employees can help you meet stringent federal, state, and local requirements used to determine benefit plan eligibility and compensation payments.
The recent power outages from PG&E have affected our California operating hours. If our business is closed due to an electrical outage, will we still need to pay our employees?
The answer depends on several factors.
Do we have to accommodate a service animal if we have employees that are allergic?
The answer is, “Yes”.
California is recognized as the first state to pass a law that prohibits employers and schools from discriminating against individuals based on their choice of hairstyles. Called The CROWN Act, which stands for “Create a Respectful and Open Workplace for Natural Hair,” was voted into law by a majority vote.
May is Mental Health Awareness Month, so it’s a great time to open up the dialogue with your employees about this once taboo topic.
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