Many employers are surprised to learn that overtime is calculated by the workweek, not by the pay period.
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You may have created a bonus program to motivate employees, but certain incentives can affect overtime calculations in ways many employers don't expect.
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Many employers have never considered whether their handbook addresses outside employment until a situation arises. Taking the time to review those policies now can help eliminate uncertainty later.
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Not every HR issue carries the same level of risk, which is why knowing what is critical, major, and administrative can save a business time, money, and unnecessary disruption.
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Many businesses assume everything is fine because nothing has gone wrong yet, but hidden HR risks often stay quiet until they become expensive problems.
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Beginning April 18, many employers hiring in New York will need to stop using credit checks unless a specific legal exception applies.
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If your employee handbook or job descriptions were put to the test tomorrow, would they protect your business - or expose it?
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More states now require employers without a retirement plan to offer a state-sponsored savings option, making it important for business owners to confirm whether these rules apply to them.
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When a sexual harassment complaint is reported, how leadership responds can determine whether the situation is resolved properly - or becomes a costly legal crisis.
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With so many employment law updates already in motion, now is the perfect time for employers to pause, review, and make sure their HR practices are aligned for the year ahead.
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Before you label someone an independent contractor, make sure the reality of the working relationship - not just the paperwork - supports that decision.
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Wage and hour risks are rising in 2026, and a proactive compliance review now can help employers avoid costly claims later.
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