By now, you’ve probably heard the IRS has released a redesigned version of form W-4 for 2020, also known as the Employee’s Withholding Certificate. Most employees will need to fill out a new W-4 now and then, but how does this new form factor into the mix?

Supporting a strong team of employees can be just as challenging as finding a new candidate. Even top employees can steer off course and require guidance to do their best work. In some cases, encouraging the employee to move on may be the best course of action. But disciplining or terminating an employee is never an easy job for a manager. There are the personal delicacies to consider – hurt feelings, damaged work confidence and office morale – as well as the feared legal retaliation should the firing not follow the right process.

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.

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.

Ask anyone who works in human resources about the signs of autumn - chances are, leaf colors and pumpkin spice beverages aren't at the top of the list. In the HR world, open enrollment, preparing form 1095-C and setting up next year’s payroll schedule are really what signal that fall is here. There’s paperwork to file (or e-file), employee data to verify and did we mention the deadlines? It can make for a hectic time with lots of projects to keep track of. Read on to stay organized and manage the chaos.

Most of us can remember being the new person on the job. Even if you’re excited for a change, it can be a little scary when you don’t quite know what to expect from the group (or what's expected of you). Did your new co-workers help you learn the ropes, or were you left to sink or swim, clutching your benefits application and employee handbook and little else? It’s not hard to guess which scenario most people prefer. Let's talk about how to avoid the latter.

At-will employment basically means that the employer or the employee can terminate their relationship at any time, for any reason. 

What this says versus what it really means often leads to misunderstanding among employers. Does this mean you can arbitrarily fire an employee without documentation, without a reason? Nope. And even if you document every detail, it still may not land in your favor.