Practical step-by-step advice on how to manage both common and more unusual workplace situations.

This tool:

  • Provides "how-to" guidance for circumstances that may be confronted by HR in the workplace, such as managing employees with mental disabilities under the ADA or withdrawing an offer of employment.
  • Sets forth a step-by-step process to ensure compliance both with legal requirements and HR best practice.

Categories

Easily find what you need by selecting a category using the smart breadcrumb at the top of this page.

New and Updated

  • How to Reclassify an Independent Contractor as an Employee

    Legal actions may result in an order or settlement requiring an employer to reclassify certain workers as employees. An employer also may voluntarily decide to reclassify certain workers for other business reasons. An employer should follow the steps in this How To to reclassify an independent contractor or group of independent contractors as employees.

  • How to Manage an Independent Contractor

    To manage independent contractors effectively, an employer should set clear expectations about the project's scope, budget and timeline; keep the lines of communication open; and pay independent contractors promptly so that they will want to do business again. An employer should avoid actions that could result in a reclassification of the parties' relationship. After hiring an independent contractor, an employer should consider following the steps set forth in this How To.

  • How to Hire an Independent Contractor

    Hiring independent contractors can provide an employer with cost savings in salary and benefits and give staffing flexibility to address temporary projects or demands. When deciding to hire an independent contractor, an employer should follow the steps in this How To.

  • How to Determine Whether an Employee's Activity Is Protected Under the National Labor Relations Act (NLRA)

    The National Labor Relations Act (NLRA) protects the rights of employees to engage in "concerted activity for mutual aid or protection" to improve their wages, benefits and working conditions. Protected concerted activity includes, even in the absence of a union, activity by employees on behalf of co-workers or interacting with others to achieve a common goal.

  • How to Prepare for Union Representation Elections

    The National Labor Relations Act (NLRA) protects the rights of an employee to organize and form a union in order to address issues regarding wages, hours and working conditions. An employee, even in the absence of a union, also has the right to engage in protected concerted activity- acting on behalf of co-workers or interacting with others for the legitimate furtherance of their common interests.

  • How to Manage Unions When Operating in Both "Right to Work" and "Non-Right to Work" States

    Employers may assume that all issues relating to union organization and collective bargaining will be governed by the federal National Labor Relations Act (NLRA). However, the fact is that the NLRA has left certain union-related matters up to the states.

  • How to Promote Integrity in the Workplace and Protect Whistleblowers

    Whistleblowing is the act of informing an employer, government agency or other authority about fraud, misconduct or other illegal acts occurring in an organization. With proper procedures in place, an employer can create an environment of integrity that allows employees' concerns to be addressed, well in advance of employees reporting their concerns to an external entity. To promote integrity in the workplace and avoid the need for external whistleblowing, employers should take the steps in this How To.

  • How to Determine Full-Time Employee Status Using the Look-Back Measurement Method and Evaluate Pay or Play Penalties

    An applicable large employer may be subject to an employer shared responsibility payment if it does not offer minimum essential coverage to its full-time employees or if the coverage offered to full-time employees does not meet the minimum value and affordability requirements under the Affordable Care Act. The determination as to whether an employee is full-time is done on a monthly basis. This How To will help an employer determine whether an employee is properly categorized as full-time or part-time.

  • How to Determine Applicable Large Employer Status Under the Affordable Care Act

    Under the Affordable Care Act an employer, regardless of for-profit or not-for-profit status qualifies as an applicable large employer for a calendar year if it employs, on average, at least 50 full-time employees, including full-time equivalent employees (FTEs) on business days during the preceding calendar year. This How To will help an employer determine if it is an applicable large employer and subject to the employer shared responsibility requirements.

  • How to Formulate an Effective E-Cigarette Policy in the Workplace

    As e-cigarettes become more and more popular, employers must learn how handle these devices along side their current smoking policies. This How To will assist employers in navigating and managing e-cigarettes and vaping in the workplace.

You said it...

XpertHR is a go-to resource for my company for guidance on HR compliance. Prior to choosing XpertHR, we looked into a few other resources, but in the end it came down to the ease of use and quality of the data, as well as the breadth of information on the site.

Sarah Anderson, HR Manager, Smokey Bones Bar & Fire Grill