HR 101

Oregon Businesses – Don’t Get Clucked Over the Equal Pay Act

Each time a new labor law is passed or rule approved, there’s typically some ominous warning from the Department of Labor about the dramatic $10k fines as a consequences of inaction or not remaining current. Could that really happen?

By |2018-02-17T20:22:28+00:00December 18th, 2017|Compliance, HR 101, Salaries and Wages|0 Comments

Missile Command, HR and Oregon Employers

As neighbors with their own ballot initiative systems, OR and WA tend to inspire each other for progressive employment law street cred – and both States have been busy. Like Missile Command, there’s a whole lotta incoming, that will take additional effort on your part to manage.

By |2017-09-06T21:47:13+00:00September 6th, 2017|Hot topics for 2017, HR 101|0 Comments

The $5,000 Meeting: Changing Habits to Reduce Waste

While I don’t expect most of you to find $5,000 hidden in wasted meetings, most organizations with some exploration can find better ways to apply the precious resource of their employees and leadership. While meeting regularly isn’t bad or inherently wrong, going through the motions like you always have, is a hard habit to break – but one that should be broken regularly.

By |2017-08-06T22:39:13+00:00August 30th, 2017|Hot topics for 2017, HR 101|0 Comments

When Your Ideal Candidate Has a Criminal Background

If you’re a business that hires employees, at some point you’ll be faced with the knowledge that a candidate has a criminal background. Many times, the candidate will self-disclose their offenses, explain their bad choices, and how they’ve been on a good path for a period of time. So what can you do when faced with this information?

By |2018-01-30T20:48:55+00:00August 23rd, 2017|Hot topics for 2017, HR 101|0 Comments

Can I Classify a Worker Like an Administrative Assistant as an Independent Contractor?

Is it possible to classify an administrative assistant as an independent contractor so you can hire them for a 90-day try-out period? This might sound like a good idea, but the short answer is no, you cannot.

By |2017-07-23T16:07:42+00:00August 9th, 2017|Compliance, Hot topics for 2017, HR 101|0 Comments

What Should I Do if an Employee Refuses to Sign the Handbook?

Because your employee handbook outlines your company's guidelines and policies, it's important that your employees sign off on having received their handbook. It demonstrates that not only did they receive it, but they are also responsible for knowing its contents. What happens when one of your employees refuses to sign the handbook though?

By |2018-02-21T02:06:21+00:00August 9th, 2017|Compliance, HR 101|2 Comments