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    Montana Employment Laws

    Overview Applies to: Basic Minimum Rate (per hour) Future Effective Date Premium Pay After Designated Hours Daily Weekly Except businesses with gross annual sales of $110,000 or less $6.25 $6.55 $4.00 07/24/2008 (Same as Federal) 40 More Info: Minimum wage is subject to a cost of living adjustment done by September 30 of each year and effective on January 1 of ...
    Published over 10 years ago | Rate This
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    Nebraska Employment Laws

    Overview Applies to: Basic Minimum Rate (per hour) Future Effective Date Premium Pay After Designated Hours Daily Weekly (Applicable to employers of 4 or more employees) $5.85 $6.55 $7.25 07/24/2008 07/24/2009 (Same as Federal) (Same as Federal) External Links Nebraska Department of Labor Website: http://www.dol.state.ne.us/
    Published over 10 years ago | Rate This
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    Nevada Employment Laws

    Overview Basic Minimum Rate (per hour) Premium Pay After Designated Hours Daily Weekly $6.33 8 40 More Info: The premium overtime pay requirement on either a daily or weekly basis is not applicable to employees who are compensated at not less than one and one-half times the minimum rate or to employees of enterprises having a gross annual sales volume of ...
    Published over 10 years ago | Rate This
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    New Hampshire Employment Laws

    Overview Basic Minimum Rate (per hour) Future Effective Date Premium Pay After Designated Hours Daily Weekly $6.50 $7.25   09/01/2008 (Same as Federal) 40 More Info: The New Hampshire minimum wage is automatically replaced with the Federal minimum wage rate if it is higher than the State minimum. External Links New Hampshire Department of Labor Website: http://www.labor.state.nh.us/
    Published over 10 years ago | Rate This
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    New Jersey Employment Laws

    Overview Basic Minimum Rate (per hour) Future Effective Date Premium Pay After Designated Hours Daily Weekly $7.15 $7.25   07/24/2009 (Same as Federal) 40 External Links New Jersey Department of Labor Website: http://lwd.state.nj.us/labor/index.shtml
    Published over 10 years ago | Rate This
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    Anti-Harassment Procedure

    Elements of an Anti-Harassment Policy & Complaint Procedure An anti-harassment policy and complaint procedure should contain, at a minimum, the following elements: A clear explanation of prohibited conduct; Assurance that employees who make complaints of harassment or provide information related to such complaints will be protected against retaliation; A clearly described complaint process that provides accessible avenues of complaint; Assurance ...
    Published over 10 years ago | Rate This
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    Common Law Test

    Employees vs. Independent Contractors The 20 Factors of the Common Law Test 1. Instructions: Employees. An employee is required to comply with instruction about when, where, and how to work. Even if no instructions are given, the control factor is present if the employer has the right to give instructions. Independent Contractor (“IC’s”). IC’s determine on their own on how ...
    Published over 10 years ago | Rate This
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    FMLA Recordkeeping Requirements

    Records must disclose the following: 1. Basic payroll and identifying employee data, including name, address, and occupation; rate or basis of pay and terms of compensation; daily and weekly hours worked per pay period; additions to or deductions from wages; and total compensation paid. 2. Dates FMLA leave is taken by FMLA-eligible employees (e.g., available from time records, requests for leave, ...
    Published over 10 years ago | Rate This
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    Pregnancy FAQ

    Q. If, for pregnancy-related reasons, an employee is unable to perform the functions of her job, does the employer have to provide an alternative job? A. An employer is required to treat an employee temporarily unable to perform the functions of the job (because of her pregnancy-related condition) in the same manner as it treats other temporarily disabled employees, whether by ...
    Published over 10 years ago | Rate This
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    ADA Compliance

    Practical Advice on ADA Compliance ● Remember that the law contemplates an interactive process between the employee and employer following a request for a job accommodation because of a health condition. ● The focus of the conversation should initially be on the job performance, and the employer should be asking how he/she could help the employee perform. ● If a simple ...
    Published over 10 years ago | Rate This
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    New Mexico Employment Laws

    Overview Basic Minimum Rate (per hour) Future Effective Date Premium Pay After Designated Hours Daily Weekly $6.50 $7.50   01/01/2009 (Same as Federal) 40 External Links New Mexico Department of Labor Website: http://www.dws.state.nm.us/
    Published over 10 years ago | Rate This
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    New York Employment Laws

    Overview Basic Minimum Rate (per hour) Future Effective Date Premium Pay After Designated Hours Daily Weekly $7.15 $7.25   07/24/2009 (Same as Federal) 40 More Info: The New York minimum wage is automatically replaced with the Federal minimum wage rate if it is higher than the State minimum. External Links New York Department of Labor Website: http://www.labor.state.ny.us/
    Published over 10 years ago | Rate This
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    North Carolina Employment Laws

    Overview Basic Minimum Rate (per hour) Future Effective Date Premium Pay After Designated Hours Daily Weekly $6.15 $6.55 $7.25   07/24/2008 07/24/2009 (Same as Federal) 40 More Info: Premium pay is required after 45 hours a week in seasonal amusements or recreational establishments. External Links North Carolina Department of Labor Website: http://www.nclabor.com/
    Published over 10 years ago | Rate This
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    North Dakota Employment Laws

    Overview Basic Minimum Rate (per hour) Future Effective Date Premium Pay After Designated Hours Daily Weekly $5.85 $6.55 $7.25   07/24/2008 07/24/2009 (Same as Federal) 40 External Links North Dakota Department of Labor Website: http://www.nd.gov/labor/
    Published over 10 years ago | Rate This
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    Ohio Employment Laws

    Overview Basic Minimum Rate (per hour) Premium Pay After Designated Hours Daily Weekly $7.00 (Same as Federal) 40 External Links Ohio Department of Labor Website: http://www.com.ohio.gov/laws/
    Published over 10 years ago | Rate This
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    Family and Medical Leave Request Form

    This Family and Medical Leave Request form documents an employee’s request for time off for family or medical leave purposes. Employees are entitled to up to 12 weeks of unpaid, job-protected leave for certain medical or family needs. Eligibility is based on time worked, work schedule, and other factors. Advance notice is required. The employer reserves the right to deny/postpone leave ...
    Published over 10 years ago | Rated: -1
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    A Model for OD

    This Model for Organization Development depicts several dimensions from the Organization Development discipline: 1) Making improvements to the organization as it currently exists by: solving known problems, fine tuning processes already in place. 2) Enhancing the organization through envisioned changes to help it reach a new level of performance. The line showing 0% through 100% represents an organization that would be ...
    Published over 10 years ago | Rated: -1
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    Arizona Employment Laws

    Overview Basic Minimum Rate (per hour) Premium Pay After Designated Hours Daily Weekly $7.25 (Same as Federal) (Same as Federal) More Info: Rate is increased annually based upon a cost of living formula. External Links Arizona Department of Labor Website: http://az.gov/webapp/portal/topic.jsp?id=1162
    Published over 10 years ago | Rated: -1
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    Six Strategies to Hire Right the First Time

    Six Strategies to Hire Right the First Time
    While hiring a new team member can be a shot in the dark, it doesn’t have to be. Follow these six simple strategies: Use an Up-To-Date (and accurate) Job Description A job description should reflect what the employee is to do on a regular, not daily, basis. It is not how the employee will be evaluated; rather, it should define what ...
    Published about 10 years ago | Rated: -1
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    Managing Morale in Uncertain Times

    Managing Morale in Uncertain Times
    With the current economic turbulence, employees are walking on egg shells wondering about their jobs. Fears about job security abound, and managers in almost all economic sectors are grappling with the question: How do you bolster employee morale and confidence when the future is so uncertain? I found some great management advice that addresses this question. According to Melcrum’s Source for ...
    Published over 9 years ago | Rated: -1

Poll: How do you feel about crying at work?

Poll: How do you feel about crying at work?