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Archive for the HR Admin Category

USERRA: Employer Obligations to Members of the Uniformed Services, Guard & Reserves

Most employers acknowledge the valuable service the members of the U.S. Armed Forces and Reserves provide to this country. However, not all employers are aware of their obligations under the Uniformed Services Rights & Reemployment Rights Act (USERRA). Generally, USERRA requires employers to reemploy individuals who, because […]

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ADA Compliant Job Descriptions

While there is no regulation that requires employers to provide job descriptions, it is in an employer’s best interest to outline the essential functions of a position in order to demonstrate what the responsibilities are and to assess whether or not an applicant can perform the essential […]

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ADA and The Interactive Process

Employers are required to provide a reasonable and operative accommodation for employees with a disability. The best and easiest way to reach a point of agreement on an accommodation is to engage with the employee and have an interactive dialogue. The interactive process is an effective way […]

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Using Initialisms and Acronymns

As an HR professional, you are aware that there are many abbreviations used when referring to specific laws and regulations, organizations or processes. While a seasoned HR veteran may be more familiar with these abbreviations, someone who is new to the profession or not at all familiar […]

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Organizational Charts…Are They Useful?

Does your company use an organizational chart? Do you know your chain-of-command or where you fit it? Not every company uses or needs organizational charts (org charts). In a large company, seeing the chain-of-command can be useful when there are several departments and the levels of management […]

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HR Audits – Part II

While we covered several audits in HR Audits Part I, the lists were not all inclusive of the types of audits a company should be conducting or what those audits should encompass. Other audits that may or may not be part of an HR Audit can include: […]

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Employee Status

Employee Status: Part-time, Full-time, Temporary or Contractor? An employee’s status as full-time, part-time or temporary can be confusing for employers. Not only does the company have its own idea of what a full-time or part-time employee is, there are other outside influences that define the status of an […]

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HR Audits – Part I

What is an HR Audit and do I need to conduct one? An HR Audit is a standard procedure that can help you determine if your policies and practices are up-to-date and compliant with local, state, and federal regulations. While HR Audits are not a requirement, they […]

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Baby Bonding Under FMLA

The Family & Medical Leave Act has been around for over 20 years, yet there is still confusion surrounding the “family” part of Family & Medical Leave. Family, by definition under the regulations, includes child, spouse, parent (including those acting in loco parentis), or in the case […]

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Moonlighting Employees

Moonlighting is the practice of working one or more jobs during non-working hours from a primary job. Generally, the primary job is a full-time position and the moonlighting job is part-time; so an employee who works several part-time jobs isn’t necessarily considered a moonlighter. Why do employees […]

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Disclaimer

EAF provides information about current developments in labor and employment law. This information is intended for educational purposes only and should not be considered legal advice. Questions requiring legal advice should be addressed to the attorney of your choice. EAF members may be able to obtain a legal interpretation through our FREE Legal Hotline.