One of my employees is leaving because her husband is being transferred to another state. Now I discover she has already filed for unemployment. In fact, I have already received the notice from the Unemployment Agency. What’s the best way to handle this situation?
Allowing employees to work from home can provide significant benefits for employers and employees. It can improve morale, reduce real estate and facility costs — and even reduce traffic congestion and make the environment cleaner. However, when the appropriate oversight is lacking, fraud and abuse can result and wipe out many, if not all, of the benefits associated with a work-from-home program.
Before allowing employees to commute to desks within their homes, consider the following issues to minimize the risk and maximize the returns associated with a work-from-home-program:
A lot has happened over the past few years. The Affordable Care Act, or ACA, has transformed the way millions of people obtain health insurance coverage for themselves and their families. But it’s a complicated law, with a lot of moving parts. Many consumers, workers and human resources professionals/employers are confused about whe
re their role in covering workers ends and the ACA begins. This is particularly true in instances where a worker has left the job and is no longer eligible for coverage under the employee group plan. Here are answers to some of the most frequently asked questions:
On March 1, the Internal Revenue Service (IRS) issued IR-2016-34 to alert payroll and HR professionals to be cautious of a phishing email scheme that attempts to gain personal information about employees.
The emails look to be from company executives and request personal information regarding employees. Among the email messages reported, the following are some of the details included:
- “Kindly send me the individual 2015 W-2 (PDF) and earnings summary of all W-2 of our company staff for a quick review.”
- “Can you send me the updated list of employees with full details (Name, Social Security Number, Date of Birth, Home Address, Salary).”
- “I want you to send me the list of W-2 copy of employees wage and tax statements for 2015, I need them in PDF file type, you can send it as an attachment. Kindly prepare the lists and email them to me asap.”
Be sure to notify your employees, especially those in your Payroll and HR Departments or those that have access to personal employee information. Before sending any personal information, employees should verify that the executive requesting the information did in fact send the request.
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It’s probably impossible for your company to eliminate any chance of harassment, but there are precautions you can take to help win a lawsuit filed by an employee:
- Above all, have a sound company policy against harassment, which includes discrimination based on sex, race, color, religion, national origin, age, disability, or any other class protected by federal, state, or local law.
- Make sure your employees are aware of the policy. Spread the word through orientation sessions and your employee handbook.
- Require staff members to sign an agreement indicating that they understand the policy.
- At least once a year, train your employees and managers on the subject of harassment and its consequences. Employees must be told how to report incidents and feel they can without retaliation.