Businesses realize the importance of social media but they don’t always have the time, energy, or knowledge to promote themselves effectively on the various platforms. Meet Maggie Carey of Master It Media. She understands the struggles businesses face when trying to use social media. Maggie is a social media strategist with over 35 years of experience in Information Technology. Technology is always changing and it isn’t easy to keep up with the ever-changing landscape of social media. Maggie’s goal is to educate businesses on developing an engaging social media presence to attract an audience of raving fans.
Topics: Customer Highlight
The work-from-culture has suddenly become the norm rather than a rare option. Remote work has made life easier for many professionals, and many companies are sprucing up their remote work policies.
No, enrolling in Medicare does not cause COBRA to start. Under the federal rules, COBRA must be offered to persons enrolled in the employer’s health plan only if they lose coverage because of certain specific events. Termination of employment is an example of a COBRA qualifying event. Becoming eligible for Medicare, or enrolling in Medicare, is not a COBRA qualifying event.
Running a business comes with no shortage of perks: the freedom to be your own boss, invest in an idea, steer its trajectory, and, with a little luck, create wealth. It has its challenges, too. Competition may be fierce. Demand for what you offer may be low. Costs may not be sustainable. But even if everything else is going your way, there’s one challenge that’s ever-present. We’re talking, of course, about HR compliance.
Can we ask for proof of vaccination? Isn’t this a HIPAA violation or an illegal inquiry under the ADA or somehow confidential information?
Employers can ask for proof of vaccination unless there is a state or local law or order to the contrary.*
According to the U.S. Bureau of Labor Statistics, the unemployment rate in July 2009 was 9.4% compared to 5.8% in July last year. In turn, many employers have observed from their growing stacks of resumes, a wider availability of experienced workers as interested job applicants. As the employer, to effectively determine which resumes will lead you toward the top job candidates, keep in mind the following helpful steps:
Congratulations! The hard part is over—you’ve finally hired someone. You now have a new “employee.” That means you need to give the person the tools to be the best employee he or she can be, and that process starts on Day One.
If you employ or plan to employ anyone under 18, you need to be aware of how federal child labor laws and the Fair Labor Standards Act (FLSA) play a key part in your business success. You should also check your state's legal requirements and follow the rules offering more protection. The information we'll cover below pertains to federal law.
We recommend having five separate files for each employee, as outlined below:
- I-9 file: Keep all Form I-9s in a separate master file or three-ring binder.
- Medical file: This file should contain everything related to an employee’s medical history, including health insurance enrollment forms. It’s important to separate this file because you cannot legally base personnel decisions, such as who gets promoted and who doesn’t, on an individual’s medical history. In addition, various privacy laws and the Americans with Disabilities Act (ADA) require that you keep confidential employee medical records separate from basic personnel files. The retention period will depend on the type of record.