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.

New and Updated

  • How to Manage Telecommuters

    Telecommuting programs have numerous advantages for both employees and employers, including combatting absenteeism, boosting productivity and morale, and increasing employee retention. Employers should follow the steps in this How To on managing telecommuters.

  • How to Conduct an Internal Investigation

    When employers need to investigate claims of harassment, discrimination or other workplace misconduct, the process of conducting an effective internal investigation can be challenging. This step-by-step recitation of the important issues and pitfalls of internal investigations will guide employers through the process, removing the guesswork.

  • 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 Communicate With Employees During the Union Election Process

    Employers must be careful when communicating with employees during the union election process. The steps detailed in this How To provide best practices regarding how to communicate with employees in the time leading up to and during the actual election.

  • How to Prevent Discrimination Based on Sexual Orientation and Gender Identity

    Federal and state laws protect employees from discrimination based on sexual orientation. This How To helps employers recognize potential discrimination issues, protect employees from sexual orientation discrimination and protect themselves from litigation.

  • How to Curb FMLA Abuse

    There are a variety of steps employers can take, consistent with the restrictions of the FMLA, for curbing abuse of FMLA leave; however, not all of these steps need to be taken in every situation. Each situation must be addressed on its own facts, since some entitlements to FMLA are obvious and raise few risks of abuse, while others require more careful attention and controls.

  • How to Terminate for FMLA Fraud or Abuse

    An employer may want to immediately terminate an employee it believes is abusing or fraudulently taking leave under the Family and Medical Leave Act (FMLA). The employer would be wise to follow the steps in this How To before terminating an employee for FMLA fraud or abuse.

  • 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 Prepare Performance Improvement Plans

    As an alternative to immediate disciplinary action, an employer may elect to place an employee on a performance improvement plan (PIP), which is an ongoing process that requires monitoring and feedback from the supervisor. This guide will assist employers in preparing a PIP.

  • How to Report Third-Party Sick Pay to the IRS

    An employee who receives sick pay - long-term or short-term disability pay - from an employer or a third party, such as an employer's agent or an insurance company, is required to pay Social Security and Medicare (FICA) taxes on the amounts received. Federal income tax withholding is mandatory or voluntary, depending on the payer. Although sick pay is taxable to the employee, and the employer must pay its matching share of FICA taxes, the employer and the third party may transfer liability between themselves for withholding, depositing and reporting the taxes attributable to the sick pay. Third-party sick pay is reported on Form 8922, Third-Party Sick Pay Recap, under certain circumstances. This How To explains to employers how reporting of third-party sick pay to the IRS is handled.

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