I've changed my name – to Optimus Prime hrsimple September 21st, 2018 So say an employee, let's call him, for purposes of this exercise, Scott Edward Nall, walks into your office to let you know he has changed his name to Optimus Prime. Do you: snicker and ask him if his Laser Axe Hand is really made of energy wonder why he isn't riding a dinosaur fall to your knees and plead fealty start the process of updating Mr. Prime in your HR records. In the interests of your own well-being, C. might be a good place to start, but be sure to follow with D., covering the four steps outlined by Namely: SSA W-4 I-9 benefits
Human resources calendar Just in case you need to bulk up your calendar (and the lunar phases don't do anything for you).
Coronavirus Coronavirus – Jaws or Y2K*? For you the employer, for you the HR Director, for you the person in charge of...
Ten steps for employers to consider during the coronavirus outbreak Employers are asking what measures should be implemented in response to the Coronavirus – COVID-19 outbreak. Some are even questioning...
OH: What your workplace can do right now to prepare for COVID-19 Name three things you can do right now to prepare for COVID-19. Michael Karst has four, so just go ahead...
New I-9! Why is the I-9 not I-9.54 by now? The I-9 has been around since November 6, 1986, almost as long as...
No-match letters – IRS alert or Charles Nelson Reilly game show? No-match letter from the IRS What it is: an alert that indicates information provided by an employer does not match that of...
Immigration and employment Immigration regulations and employment Probably the most prevalent of the laws regarding immigration, the Immigration...
The invisible workforce (hint: your remote workers) Q: When are your remote workers not invisible? A: When you pay attention to them.
8ball v. 8ttorney – restricting employee holiday travel Question: Can you restrict an employee's holiday travel? 8ball: Can't reply now. 8ttorneys Fiona Ong and Lindsey White at Shawe...
Is a pandemic a natural disaster and how would it affect HR? The New Yorker says no they are not the same and oddly skirts the HR issue.
Tracking telework timekeeping “[t]he reasonable diligence standard asks what the employer should have known, not what it could have known.” And Fiona Ong...