From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
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If you're like most small business owners, your spouse does odds and ends around the office and pitches in when you need help. This is particularly true in the summer months when other employees take vacation leave.
If you're planning to hire your spouse, he or she (and your company) still must pay federal employment taxes on the wages. But don't let that scare you away from putting your spouse on the payroll. By shifting salary from your pocket to your spouse's pocket, you can successfully pay less in employment taxes than if you earned all the income yourself.
1. Keep receipts, not a list 2. No deduction for 'common' products
The Health Insurance Portability and Accountability Act (HIPAA) has been known to cause employer consternation. Below you'll find the answers to a pressing HIPAA question: Does the privacy rule absolutely prohibit the disclosure of employment records containing medical information?
Whether they involve actual benefits or just the process itself, any promises made that impact an employee's expectations must be kept. If a retirement promise is broken and an employee is shortchanged, a court could get involved and make the employer stick to its original agreement.
Can older workers file disparate impact claims under the Age Discrimination in Employment Act (ADEA)? On March 30, 2005, the U.S. Supreme Court answered in the affirmative.
Are you and your employees adequately protected in the event of a long-term illness? Despite the potential for dire consequences—such as exhausting their lifetime savings—few people secure long-term care insurance on their own.