How To

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 Handle an Employee Who Has Blown the Whistle

Updated to include information on Digital Realty Trust, Inc. v. Somers, a Supreme Court case that addresses whistleblower protections.
How to Verify an Employee's Authorization to Work in the US Through the Form I-9 Process

Updated to reflect information on court decision regarding Deferred Action for Childhood Arrivals.
How to Withhold on Supplemental Wages Using the Aggregate Method

Updated to reflect changed withholding allowance values, effective January 1, 2018.
How to Use the Percentage Method Withholding Tables

Updated to reflect changed withholding allowance values, effective January 1, 2018.
How to Withhold Using the Part-Year Employment Method

Updated to reflect changed withholding allowance values, effective January 1, 2018.
How to Withhold Using the Cumulative Wages Method

Updated to reflect changed withholding allowance values, effective January 1, 2018.
How to Withhold Using the Average Estimated Wages Method

Updated to reflect changed withholding allowance values, effective January 1, 2018.
How to Withhold Using the Annualized Wages Method

Updated to reflect changed withholding allowance values, effective January 1, 2018.
How to Determine Whether Employee Needs to Execute a Nondisclosure Agreement

Updated to reflect the federal tax reform law's effect on nondisclosure agreements.
How to Pay an Employee's Final Wages

Updated to reflect the reduced supplemental withholding rates under the tax reform law enacted on December 22, 2017, effective January 1, 2018.

Trending

The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.