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 Develop a Succession Plan

    This How To details the necessary steps employers must take to develop a succession plan.

  • How to Prepare for Collective Negotiations With a Union

    The National Labor Relations Act (NLRA) protects the rights of employees to organize and select a union in order to address issues regarding wages, hours, and working conditions. In order to bargain effectively, an employer must understand its legal obligations under the NLRA and properly prepare for negotiations so that it can obtain an agreement on a collective bargaining agreement (CBA) that satisfies its economic and operational needs.

  • How to Prepare a Severance or Termination Agreement

    A severance or termination agreement is a very effective tool for an employer to use to make a mostly clean break with outgoing employees. However, there are important restrictions on the type of consideration employers can ask for as part of severance or termination agreements. This How to will help employers walk through the process of negotiating and drafting such an agreement and can be useful in protecting the company and ensuring the agreement is enforceable in a court of law.

  • 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.

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