As a millennial who has just graduated from college and been through the job search process, I’ve realized a few things about which company benefits are truly important. Throughout my four years as a business student, I’ve heard some big talk about the amazing benefits at companies such as Google and the studies that prove their effectiveness. All of this buzz gave me extremely unrealistic expectations. Sure, companies like Google exist and yes, the studies don’t lie. Offering employees unlimited vacations, nap pods, free food, on-site medical facilities and a plethora of other extreme benefits does affect employee happiness and productivity. However, the expectation that every company can provide the same benefits as Google is absurd. The reality is that while many companies may want to offer their employees all these benefits, the price tag is far too high. I learned this quickly in my job search and my priorities shifted. While flashy benefits would be amazing, I came to understand that the benefits that are most rewarding and beneficial are the ones that help me save money and plan for my future.

Work-life balance is a popular topic. Many employers realize their employees need time for hobbies, family and personal matters, and just a break from work. Flexible schedules, working remotely and generous paid time off policies go a long way toward meeting these needs. After all, an employee with time to attend to life outside work is more likely to be productive and focused on the job.

Summer is here and that means employees are making vacation plans. While your hourly employees,  non-exempt from the Fair Labor Standards Act (FLSA), don’t get paid for hours they don’t work, it’s a little more complicated for exempt employees. What happens if they don’t have enough paid time off banked to cover their vacation? What if someone wants to take a half day off the last day before they leave for a trip? Do you have to pay your salaried employees even though your office will be closed on July 4? It’s enough to tempt you to extend your own vacation indefinitely!

If you follow labor news and legislation (and what smart business leader doesn’t?), you may have noticed the recent lack of headlines about the FLSA Final Rule. Announced in May 2016 under the Obama Department of Labor (DOL), the Final Rule raised the salary threshold for employees exempt from overtime from $23,600.00 annually (or $455.00 per week) to $47,476.00 annually (or $913.00 per week). This was the first threshold adjustment since 2004. The threshold is one of the keys to determining if employees are exempt from overtime.

Congratulations! Your business has grown to 15 employees! Since your very first hires you’ve complied with labor laws like the Immigration Reform and Control Act, the Equal Pay Act and, if you provide benefits, HIPPA. But did you know that 15 employees is a threshold for additional labor law requirements? Here’s what you need to know.

As you've probably heard, sexual harassment is making headlines. Men and women, from Hollywood stars to everyday people, are speaking out - and perpetrators are facing hefty consequences. No complaints at your company? Don’t breathe a sigh of relief quite yet; just because you haven’t heard about harassment at work doesn’t mean it’s not there. Make no mistake, harassment encompasses far more than dirty jokes or unwanted advances. You should know all the forms of harassing behavior, what to do about them and how to promote a workplace culture that doesn’t tolerate them.

Employee absences are inevitable.  Scheduled or not, legitimate or not, absences mean less work completed as time and money go to paid sick time and overtime, picking up the slack, training a sub, or bringing in a temp. And don’t forget “soft” costs like increased workload, coworker resentment and reduced productivity. Absenteeism may be an unavoidable part of life at work, but it can be managed. The time you spend tracking attendance helps you find ways to improve it. Besides, what you learn about your employees’ absenteeism could be like the canary in the coalmine – a sign that something else is wrong.

It’s inevitable. The employee you thought would rocket to the top of your corporate ladder has been consistently slipping. Performance is taking a nosedive and careless mistakes are adding up. Eventually, it becomes clear you can’t fix this problem employee. You’ll have to let them go.

2018 is coming fast!  Are you paying attention to the changes and deadlines that are right around the corner? Our tips will help you navigate changes to tax and wage rates and stay compliant with the Affordable Care Act.