Our blog page covers topics related to the Human Resouces (HR) industry.
In it, you'll find information of national interest, such as current HR trends, industry updates, new HR products reviews, and access to Human Resource training, including online training, seminars, webcasts, audio conferences, and podcasts - all designed for you, the busy professional!
We also cover key HR compliance topics such as COBRA, HIPAA, FMLA, Retirement Plans, Compensation, Workforce Management, and employee development.
To find specific blog articles, either view the blogs posted below or search by categories using the search box below.
Affirmative Actions Plans (AAP), in the workplace, serve to promote historically socio-politically non-dominant groups, i.e., minority men or women of all races in employment and educations.
All federal contractors are required to complete an AAP under 41CFR Part 60-2, 60-250.5 and 60-741.5. Executive Order 11246 prohibits federal contractors and subcontractors from discriminating against individuals on the basis of race, color, religion, sex or national origin.
The whole
Affirmative Actions Plans (AAP), in the workplace, serve to promote historically socio-politically non-dominant groups, i.e., minority men or women of all races in employment and educations.
All federal contractors are required to complete an AAP under 41CFR Part 60-2, 60-250.5 and 60-741.5. Executive Order 11246 prohibits federal contractors and subcontractors from discriminating against individuals on the basis of race, color, religion, sex or national origin.
The whole
Affirmative Actions Plans (AAP), in the workplace, serve to promote historically socio-politically non-dominant groups, i.e., minority men or women of all races in employment and educations.
All federal contractors are required to complete an AAP under 41CFR Part 60-2, 60-250.5 and 60-741.5. Executive Order 11246 prohibits federal contractors and subcontractors from discriminating against individuals on the basis of race, color, religion, sex or national origin.
The whole
Do you feel confident that your company could pass an Immigration and Naturalization Service (INS) I-9 audit? Can your company afford it if you are not in compliance?
Considering today's heightened security and increased attention to immigration compliance, the fear of improperly documenting an I-9 form is shared by many employers.
Missing or incomplete I-9 forms can result in fines between $600 and $800 per form and missing forms can result in an additional fine of about $1500 per form
An employee is injured on the job and they are now trying to sue- do you have the documentation to support your case?You have several employees that have been with the company for over 20 years- do you need to keep all of their employment documentation?
If record retention is still puzzling to you, you need to enroll in this
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