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Federal HR Library

Comprehensive guidelines to An Employer's Guide to FMLA and ADA, Employee Benefits - An Employer's Guide, Employment Verification: Immigration, Form I-9, and E-Verify, Hiring, Firing and Discipline, Wages and Hours - An Employer's Guide and Workplace Safety and Health Compliance Manual in six soft-cover books. The entire package also includes updated online access, email notifications and an inclusive weekly e-newsletter.

More Details
2018 benefits cover copy

Employee Benefits — An Employer's Guide

The laws governing employee benefits are very detailed and very complex. Benefits take many forms, from simple holiday pay to complicated pension plans, this guide is intended to provide a well-rounded overview of the complex principal laws that apply when an employer provides benefits for its employees.  More Details
2018 everify cover

Employment Verification: Immigration, Form I-9, and E-Verify

This guide walks you through the many complicated procedures associated with verifying the work authorization of your workers and maintaining a business that is in compliance with the Immigration Reform and Control Act of 1986 (IRCA). As an employer, you are responsible for verifying that every individual on your workforce is eligible to work in the United States – that means paperwork and lots of it. More Details
2018 ada fmla cover final

An Employer's Guide to FMLA and ADA

This guide walks you through the many complicated procedures associated with keeping your business in compliance with the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). More Details
2018 wages   hours final cover

Wages and Hours —€“ An Employer's Guide

The Department of Labor estimates that nearly 70% of employers are in violation of the Fair Labor Standards Act (FLSA). With fines and penalties, small errors in wage and hour administration can quickly snowball into embarrassing and expensive situations for your company. When to pay, who to pay, how much to pay – there are so many questions that employers have to answer.  More Details
2018 osha cover

Workplace Safety and Health Compliance Manual

The Workplace Safety and Health Compliance Manual is the essential guide to understanding the OSH Act, OSHA standards, and employer obligations associated with safety and health in the workplace. More Details
2018 hfd final cover

Hiring, Firing and Discipline for Employers

Hiring, firing, and discipline: three topics that affect every employer, no matter the size. Your employees are your greatest resource – however, they also represent a potential source of numerous liability concerns. More Details


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Product Details

Law Firm: Fisher & Phillips LLP, Ford & Harrison LLP, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., Squire Patton Boggs, The Cavanagh Law Firm P.A.
Authors: C. John Wentzell, Jr., David A. Selden, Edwin G. Foulke, Jr., Ellisa H. Culp, Eric D. Penkert, Frank L. Day, Jr., Heidi Nunn-Gilman, Jeanne E. Floyd, Jennifer L. Sellers, Jill S. Kirila, Julie A. Pace, Meghan E. Hill, Nancy Van der Veer Holt, Shennan Harris, Thomas M. Christina, Vance E. Drawdy

Description

The 2018 Federal Pro HR Library includes six hard-copy books and online access to Employee Benefits — An Employer's Guide, Workplace Safety and Health Compliance Manual, An Employer's Guide to FMLA and ADA, Hiring Firing and Discipline Manual, Wages and Hours — An Employer's Guide and Employment Verification: Immigration, Form I-9, and E-Verify.

These six publications will help you answer questions such as:

  • What is employee benefits other than deferred compensation?
  • What are principal laws that affect employee benefits?
  • How the IRC affects employee benefits?
  • What are the rules regarding employee benefits?
  • What are OSHA’s specific standards and where can they be found?
  • What is the difference between an OHSA standard and a regulation?
  • What is a “general duty clause” OSHA violation?
  • What happens if an employer cannot meet OSHA’s standards?
  • How does a company prepare for an OSHA inspection?
  • Do you know whether your employees are eligible for FMLA leave?
  • Do you practice reasonable accommodation?
  • Do you count part-time employees when determining if you are covered by FMLA?
  • Do you provide leave for employees engaged in foster parenting a child?
  • Have all of your employees hired after November 6, 1986 completed I-9 Forms, and do you have the I-9 for for each current employee?
  • Do you make photocopies of the identification documents provided by your employees?
  • Have you maintained the I-9 forms for former employees long enough?
  • Do you have an anti-discrimination policy in place?
  • Does the FLSA require employers to provide time off or breaks?
  • Does the FLSA require severance or other termination-related payments?
  • Does the Department of Labor have the right to investigate my business?
  • Do you have an employee handbook? If so, is it regularly updated, and do you include a clear statement that continued employment is not guaranteed?
  • Do you have a discipline policy, and do your supervisors understand it and apply it consistently?
  • Should you have job descriptions?
  • Are whistleblowers protected under applicable laws?
  • Can employers record surveillance of employees suspected of wrongdoing?
  • Pro hundreds of other crucial topics!

Written by top Federal attorneys, the Federal Pro HR Library features:

  • Six soft cover books and online user access to each book
  • Access to HR Update, a weekly e-newsletter that lets you know what's new in the HR world every week.
  • Free access to HRsimple webinars, where attorneys simplify complex Human Resources topics and help you deal with them.

Have more questions?  Give our customer service team a call at 866-439-2227



Table of Contents

An Employer’s Guide to FMLA and ADA

About FordHarrison LLP
About the Author
Introduction
Snapshot - An HR Audit
Chapter 1: The Family and Medical Leave Act
Chapter 2: Key Definitions
Chapter 3: Employer Coverage and Employee Eligibility
Chapter 4: Reasons for Leave
Chapter 5: Serious Health Conditions
Chapter 6: Military Leave Under the FMLA
Chapter 7: Length of Leave
Chapter 8: Notice and Documentation - Employee Obligations and Employer Challenges
Chapter 9: Certifications Necessary for Leave
Chapter 10: Employer Notice and Documentation Requirements
Chapter 11: Employee Rights Under the FMLA
Chapter 12: Enforcement of the FMLA
Chapter 13: Amendments and Proposals
Chapter 14: Introduction to the Americans with Disabilities Act
Chapter 15: The ADA Amendments Act
Chapter 16: Employers Covered
Chapter 17: "Disability" in Detail
Chapter 18: Reasonable Accommodation Under the ADA
Chapter 19: The Pregnancy Discrimination Act
Chapter 20: How the ADA Impacts Your Business
Chapter 21: Enforcement of the ADA
Appendix A: Leave and Other State Laws

Employee Benefits – An Employer's Guide

About Ogletree Deakins
About the Authors
Preface
Chapter 1: Employee Benefits Law
Chapter 2: Life Insurance
Chapter 3: Health Benefit Plans
Chapter 4: Regulation of Group Health Plans
Chapter 5: Healthcare Reform
Chapter 6: Disability Plans
Chapter 7: Severance Plans
Chapter 8: Cafeteria Plans
Chapter 9: Retirement Plans
Chapter 10: Additional 401(k) Qualification Requirements
Chapter 11: Non-Qualified Deferred Compensation Plans
Chapter 12: Employee Communication Under ERISA
Chapter 13: Fiduciary Duties Under ERISA
Chapter 14: Other Fringe Benefits

Employment Verification: Immigration, Form I-9, and E-Verify

About the Cavanagh Law Firm PA
About the Editors
Chapter 1: Snapshot - An HR Audit
Chapter 2: Immigration and Employment
Chapter 3: Immigration Visas
Chapter 4: I-9 Form
Chapter 5: Tips to Complete the I-9 Form
Chapter 6: Conducting Internal Audits
Chapter 7: Expired Documents and the I-9 Form
Chapter 8: Anti-Discrimination under IRCA
Chapter 9: Electronic Completion and Storage of Form I-9
Chapter 10: No-Match Letter and Wage Reporting Compliance
Chapter 11: Additional Social Security Number Verification Services
Chapter 12: Investigations
Chapter 13: IMAGE Program
Chapter 14: Responding to Visits and Calls Regarding Immigration
Chapter 15: E-Verify
Chapter 16: E-Verify Regulations for Federal Contractors and Subcontractors
Chapter 17: Helpful Steps to Comply with E-Verify Requirements
Chapter 18: Criminal Enforcement and I-9 Audits
Appendix A: Sample Memorandum

Hiring, Firing and Discipline for Employers

About FordHarrison LLP
About the Editors
Editor's Foreward
Chapter 1 Snapshot
Chapter 2 Pre-Employment Issues
Chapter 3 Pre-Employment Testing
Chapter 4 Interviews
Chapter 5 Background Checks
Chapter 6 The Employment Relationship
Chapter 7 New Hire Reporting
Chapter 8 Policy Manuals and Employee Handbooks
Chapter 9 Employee Personnel Files
Chapter 10 Employment Contracts
Chapter 11 Non-Compete Agreements and Trade Secrets
Chapter 12 Affirmative Action
Chapter 13 Discipline
Chapter 14 Termination
Chapter 15 Layoffs
Chapter 16 Employment Litigation
Chapter 17 Union Organizing Activity
Chapter 18 Social Media
Appendix A Federal Recordkeeping Requirements
Appendix B Posting Requirements

Wages and Hours – An Employer’s Guide

About the Firm
About the Authors
Chapter 1: Snapshot
Chapter 2: Overview
Chapter 3: Covered employers
Chapter 4: Workers not covered by the FLSA
Chapter 5: Leased or temporary employees
Chapter 6: White-collar exemptions
Chapter 7: Additional exemptions
Chapter 8: Non-exempt employees – minimum wage requirements
Chapter 9: Non-exempt employees – overtime compensation
Chapter 10: Non-exempt employees – what counts as “wages”?
Chapter 11 Non-exempt employees – determining work time
Chapter 12: Deductions from pay
Chapter 13: FLSA recordkeeping requirements
Chapter 14: Enforcement
Chapter 15: Remote workers and telecommuting
Chapter 16: Posting requirements
Chapter 17: Employment of minors
Chapter 18: Equal pay
Chapter 19: Payment of wages
Chapter 20: Where to go for more information
Appendix A: State agencies
Appendix B: Wage and Hour District Offices

Workplace Safety and Health Compliance Manual

About the Firm
About the Author
1. Snapshot
2. Introduction
3. Duties and responsibilities
4. Employer's general duty
5. OSHA recordkeeping requirements
6. Significant standards
7. Inspections
8. Citations and civil penalties
9. Settling citations
10. Procedural and affirmative defenses
11. Criminal penalties
12. Developing a comprehensive health and safety program
13. Whistleblower protection
14. Emergency response and preparedness
A. Required postings
B. OSHA Forms 300 and 300A
C. Reporting fatalities, hospitalization, amputation, loss of eye incidents
D. Partially exempt industries from OSHA recordkeeping requirements
E. Safety checklist
F. Inspection checklist
G. U.S. Department of Labor regional OSHA offices
H. Directory of states with approved occupational safety and health plans
I. State plan review commissions/boards
J. State plan notice of contest timeline
K. Safety and health management systems
L. Sample emergency action plan
M. Emergency action plan checklist
N. Safety and health policy
O. Model written hazard communication program
P. Time period for filing complaint under whistleblower statutes
Q. Company’s commitment to safety
R. Safety strategies
S. Model written lock out/tag out program
T. Hazard assessment form
U. Vaccination acknowledgment
V. National, regional, Local, and special emphasis inspection programs
W. OSHA’s frequently cited “low-hanging fruit” standards
X. OSHA Injury & Illness Recordability Worksheet
Y. Getting off OSHA’s Severe Violator’s Enforcement Program
Z. Union Representatives and Walk-around Inspections
AA. Safety-Incentive Programs
BB. Publishing worker injury data
CC. Handling violence in the workplace
DD. OSHA increases focus on safety for temporary employees
EE. Occupational injury and illness reporting policy

Forms and Policies

WH-380-E Certification of Health Care Provider for Employee's Serious Health Condition
WH-380-F Certification of Health Care Provider for Family Member's Serious Health Condition
WH-384 Certification of Qualifying Exigency
WH-385 Certification for Serious Injury or Illness of a Current Servicemember
The Family and Medical Leave Act Poster (English)
The Family and Medical Leave Act Poster (Spanish)
WH-381 Notice of Eligibility and Rights & Responsibilities
WH-382 Designation Notice
I-9 Form (2017 - 2019)
I-9 Form Instructions (2017 - 2019)
Immigration Compliance and Acknowledgment Form
I-9 Form (2017 -2019)
I-9 Form Instructions (2017 - 2019)
No-Match Checklist
Company Use Job Description
Sample Job Questionairre
OSHA Poster - Job Safety, It's the Law
OSHA Form 300A - Summary of Work-Related Injuries and Illnesses
OSHA Form 300 - Forms for Recording Work-Related Injuries and Illnesses
Sample Emergency Action Plan
Sample Safety and Health Program
Model Written Hazard Communication Program
Sample Commitment to Safety
Model Written Lockout-Tag Out Program
Hazard Assessment Form
Hepatitis B Vaccine Declaration

view complete list



Customer Reviews

The Employee's Benefits Guide is particularly helpful because the institution strives to provide the best quality benefits to attract and retain valuable employees; and one way to do this is to have a thorough knowledge and understand of how to make these benefits work for the employees.

at Lincoln Memorial University, Harrogate, Tennessee

hrsimple.com is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.



at Challenger, Gray & Christmas, Inc., Chicago, Illinois

Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.



at S&S Food Stores, Lake City, Florida

I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 



at Heartland EMS, Inc. , ,

Product Details

Law Firm: Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Authors: C. John Wentzell, Jr., Ellisa H. Culp, Eric D. Penkert, Jeanne E. Floyd, Thomas M. Christina, Vance E. Drawdy

Description

The laws governing employee benefits are very detailed and very complex. Benefits take many forms, from simple holiday pay to complicated pension plans, this guide is intended to provide a well-rounded overview of the complex principal laws that apply when an employer provides benefits for its employees. 

From basic definitions to information on particular types of benefits, this guide covers what you need to know to stay in compliance. Have you ever asked a question like this:

• Are my benefits plan subject to the Employee Retirement Income Security Act?
• What are the advantages of group health plans?
• How will the Health Care Reform Act affect my coverage?
• When should severance be paid?
• What health care coverage is available for recently terminated employees?

Providing your employees with benefits can open you up to discrimination claims under the Equal Employment Opportunity Commission (EEOC) and the Age Discrimination and Employment Act (ADEA). That’s why this publication includes in-depth explanations, tips for compliance, and a break down of benefit types to keep your business out of trouble. 



Table of Contents

Employee Benefits – An Employer's Guide

About Ogletree Deakins
About the Authors
Preface
Chapter 1: Employee Benefits Law
Chapter 2: Life Insurance
Chapter 3: Health Benefit Plans
Chapter 4: Regulation of Group Health Plans
Chapter 5: Healthcare Reform
Chapter 6: Disability Plans
Chapter 7: Severance Plans
Chapter 8: Cafeteria Plans
Chapter 9: Retirement Plans
Chapter 10: Additional 401(k) Qualification Requirements
Chapter 11: Non-Qualified Deferred Compensation Plans
Chapter 12: Employee Communication Under ERISA
Chapter 13: Fiduciary Duties Under ERISA
Chapter 14: Other Fringe Benefits

Forms and Policies


view complete list



Customer Reviews

The Employee's Benefits Guide is particularly helpful because the institution strives to provide the best quality benefits to attract and retain valuable employees; and one way to do this is to have a thorough knowledge and understand of how to make these benefits work for the employees.

at Lincoln Memorial University, Harrogate, Tennessee

hrsimple.com is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.



at Challenger, Gray & Christmas, Inc., Chicago, Illinois

Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.



at S&S Food Stores, Lake City, Florida

I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 



at Heartland EMS, Inc. , ,

Product Details

Law Firm: The Cavanagh Law Firm P.A.
Authors: David A. Selden, Heidi Nunn-Gilman, Jennifer L. Sellers, Julie A. Pace, Yijee Jeong

Description

This guide walks you through the many complicated procedures associated with verifying the work authorization of your workers and maintaining a business that is in compliance with the Immigration Reform and Control Act of 1986 (IRCA). As an employer, you are responsible for verifying that every individual on your workforce is eligible to work in the United States – that means paperwork and lots of it!

Completing the Form I-9 is a crucial step in the employment process, but one that is riddled with pitfalls for employers. Have you ever asked a question like this:

• Where do I get the I-9 form?
• Who do I submit it to?
• Which documents can be used to complete the I-9? Passports? Driver’s licenses? Do they count?
• How can I be sure that I am filling the form out correctly? 
• What if I have employees who have worked for me prior to November 6, 1986?

Failure to complete the Form I-9 correctly can lead to costly penalties. That is why this publication includes tips and tricks, forms, checklists, and more to keep you out of trouble and in compliance with the law. 

This publication also includes important information on other employment verification issues. Check out these topics if you are unfamiliar with employment verification or want to brush up on what’s important:

• Have all of your employees hired after November 6, 1986, completed I-9 Forms, and do you have the I-9 Form for each current employee?
• Do you make photocopies of the identification documents provided by your employees?
• Do you know what to do if an immigration officer has a warrant for the arrest of an employee? 
• Do you inform an employee of a Further Action Notice and give an opportunity to contest? 

 



Table of Contents

Employment Verification: Immigration, Form I-9, and E-Verify

About the Cavanagh Law Firm PA
About the Editors
Chapter 1: Snapshot - An HR Audit
Chapter 2: Immigration and Employment
Chapter 3: Immigration Visas
Chapter 4: I-9 Form
Chapter 5: Tips to Complete the I-9 Form
Chapter 6: Conducting Internal Audits
Chapter 7: Expired Documents and the I-9 Form
Chapter 8: Anti-Discrimination under IRCA
Chapter 9: Electronic Completion and Storage of Form I-9
Chapter 10: No-Match Letter and Wage Reporting Compliance
Chapter 11: Additional Social Security Number Verification Services
Chapter 12: Investigations
Chapter 13: IMAGE Program
Chapter 14: Responding to Visits and Calls Regarding Immigration
Chapter 15: E-Verify
Chapter 16: E-Verify Regulations for Federal Contractors and Subcontractors
Chapter 17: Helpful Steps to Comply with E-Verify Requirements
Chapter 18: Criminal Enforcement and I-9 Audits
Appendix A: Sample Memorandum

Forms and Policies

I-9 Form (2017 - 2019)
I-9 Form Instructions (2017 - 2019)
Immigration Compliance and Acknowledgment Form
I-9 Form (2017 -2019)
I-9 Form Instructions (2017 - 2019)
No-Match Checklist

view complete list



Customer Reviews

The Employee's Benefits Guide is particularly helpful because the institution strives to provide the best quality benefits to attract and retain valuable employees; and one way to do this is to have a thorough knowledge and understand of how to make these benefits work for the employees.

at Lincoln Memorial University, Harrogate, Tennessee

hrsimple.com is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.



at Challenger, Gray & Christmas, Inc., Chicago, Illinois

Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.



at S&S Food Stores, Lake City, Florida

I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 



at Heartland EMS, Inc. , ,

Product Details

Law Firm: Ford & Harrison LLP
Authors: Nancy Van der Veer Holt

Description

“The Family Medical Leave Act has more exceptions than a Groupon”  - Seth Meyers

Do you know how to figure out if an employee has a legitimate “Record of Impairment?”

Are your job descriptions accurate when it comes to the “essential functions” of the job, and what that means for you?

How about your liability when it comes to managing a leave of absence for a new parent?

Well My Friend…

You had better get it right!I don’t need to tell youthat the FMLA and the ADA are two of trickiest docs to interpret. - Non-compliance carries harsh legal penalties, and there are thousands of costly cases being argued in court this very day…

( No wonder Seth Meyer’s compared it to Groupon … if there weren’t a joke in there somewhere, we’d all go mad, right? )

Give Your HR Department the Tools It Needs to comprehensively address these, and many other tricky FMLA and ADA questions … and give it to them with a refreshing dose of clarityprecision and ease-of use. – With HRSimple!

We make it easy to know you’re on the right side of the law… stay updated … and navigate even the toughest cases and trickiest legal jargon, easily!

HRSimple’s EMPLOYER’S GUIDE TO FMLA AND ADA Gives You the Tools to:

  • UNDERSTAND COMPLICATED FMLA DEFINITIONS
  • KNOW WHAT CONSTITUTES A “HEALTH CONDITION” AND HOW YOU NEED TO ACT
  • UPHOLD THE RIGHTS OF YOUR EMPLOYEES
  • ENSURE PROPER HIRING PRACTICES
  • UNDERSTAND YOUR BUSINESS’ RESPONSIBILITIES CLEARLY
  • AVOID HR MELTDOWN SYNDROME (Usually Associated With Excessive Consumption Of Confusing Legal Jargon)

AN EMPLOYER’S GUIDE TO FMLA and ADA from HRSimple gives you 21 extensive and accessible chapters that detail every aspect of FMLA and ADA compliance for businesses of all sizes.  

You get a desk reference… you get a virtual reference… you get updates… you get access to additional materials andhelp… AND …you get smiles and sighs of relief from your hunched-over, frothing-at-the-mouth, yet well-meaning HR team!

~ Can you even put a value on that last one? J

With 25 years of experience in the field… HRSimple brings together Masterful Legal Interpretations and Plain-English writing in a way that few products can claim…

Explore our handy and “HR-Friendly” features to get a “SNAPSHOT” of your FMLA and ADA challenges, and know how your business needs to operate in every emergent situation.

Stay updated effortlessly… with a product that’s ready to go on the shelf, or at your fingertips online… all the time.

Trust Your Informationis compiled, written, updated, and (smirk) translated, by a well-credentialed team of practicing Attorneys, and licensed by your state’s business association.

Our guide to FMLA and ADA is the most Comprehensive, Plain-English guide that your HR Department is likely to encounter, anywhere!  -  And clients from Pro Sport Teams, to Mom-and-Pop Stores put their trust in us year after year for that exact reason.  

Order with Confidence! -  Don’t risk HRMS (HR Meltdown Syndrome) – Believe me… you’ve got no idea how that’s covered in the FMLA and ADA … but we do!



Table of Contents

An Employer’s Guide to FMLA and ADA

About FordHarrison LLP
About the Author
Introduction
Snapshot - An HR Audit
Chapter 1: The Family and Medical Leave Act
Chapter 2: Key Definitions
Chapter 3: Employer Coverage and Employee Eligibility
Chapter 4: Reasons for Leave
Chapter 5: Serious Health Conditions
Chapter 6: Military Leave Under the FMLA
Chapter 7: Length of Leave
Chapter 8: Notice and Documentation - Employee Obligations and Employer Challenges
Chapter 9: Certifications Necessary for Leave
Chapter 10: Employer Notice and Documentation Requirements
Chapter 11: Employee Rights Under the FMLA
Chapter 12: Enforcement of the FMLA
Chapter 13: Amendments and Proposals
Chapter 14: Introduction to the Americans with Disabilities Act
Chapter 15: The ADA Amendments Act
Chapter 16: Employers Covered
Chapter 17: "Disability" in Detail
Chapter 18: Reasonable Accommodation Under the ADA
Chapter 19: The Pregnancy Discrimination Act
Chapter 20: How the ADA Impacts Your Business
Chapter 21: Enforcement of the ADA
Appendix A: Leave and Other State Laws

Forms and Policies

WH-380-E Certification of Health Care Provider for Employee's Serious Health Condition
WH-380-F Certification of Health Care Provider for Family Member's Serious Health Condition
WH-384 Certification of Qualifying Exigency
WH-385 Certification for Serious Injury or Illness of a Current Servicemember
The Family and Medical Leave Act Poster (English)
The Family and Medical Leave Act Poster (Spanish)
WH-381 Notice of Eligibility and Rights & Responsibilities
WH-382 Designation Notice

view complete list



Customer Reviews

The Employee's Benefits Guide is particularly helpful because the institution strives to provide the best quality benefits to attract and retain valuable employees; and one way to do this is to have a thorough knowledge and understand of how to make these benefits work for the employees.

at Lincoln Memorial University, Harrogate, Tennessee

hrsimple.com is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.



at Challenger, Gray & Christmas, Inc., Chicago, Illinois

Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.



at S&S Food Stores, Lake City, Florida

I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 



at Heartland EMS, Inc. , ,

Product Details

Law Firm: Squire Patton Boggs
Authors: Jill S. Kirila, Meghan E. Hill, Shennan Harris

Description

The Department of Labor estimates that nearly 70% of employers are in violation of the Fair Labor Standards Act (FLSA). With fines and penalties, small errors in wage and hour administration can quickly snowball into embarrassing and expensive situations for your company. When to pay, who to pay, how much to pay – there are so many questions that employers have to answer. 

This manual focuses on all of these wage-related issues, providing 20 chapters and 2 appendices, covering topics such as: 

Covered and exempt employees
• Exempt vs. non-exempt employees
• Classifying trainees and interns
• Commonly asked questions and answers 

Determining work time
• Defining “hours worked”
• Rest and meal periods
• How to record work time

Overtime compensation
• Computation of overtime compensation
• Exemptions from overtime
• Unauthorized overtime

In addition to in-depth material concerning the federal Fair Labor Standards Act (FLSA), this guide is complete with state-by-state charts breaking down specific, local regulations. Check out tables detailing:

• State minimum wage amounts
• State payment of wages (including payment of final wages)
• State direct deposit regulations



Table of Contents

Wages and Hours – An Employer’s Guide

About the Firm
About the Authors
Chapter 1: Snapshot
Chapter 2: Overview
Chapter 3: Covered employers
Chapter 4: Workers not covered by the FLSA
Chapter 5: Leased or temporary employees
Chapter 6: White-collar exemptions
Chapter 7: Additional exemptions
Chapter 8: Non-exempt employees – minimum wage requirements
Chapter 9: Non-exempt employees – overtime compensation
Chapter 10: Non-exempt employees – what counts as “wages”?
Chapter 11 Non-exempt employees – determining work time
Chapter 12: Deductions from pay
Chapter 13: FLSA recordkeeping requirements
Chapter 14: Enforcement
Chapter 15: Remote workers and telecommuting
Chapter 16: Posting requirements
Chapter 17: Employment of minors
Chapter 18: Equal pay
Chapter 19: Payment of wages
Chapter 20: Where to go for more information
Appendix A: State agencies
Appendix B: Wage and Hour District Offices

Forms and Policies


view complete list



Customer Reviews

The Employee's Benefits Guide is particularly helpful because the institution strives to provide the best quality benefits to attract and retain valuable employees; and one way to do this is to have a thorough knowledge and understand of how to make these benefits work for the employees.

at Lincoln Memorial University, Harrogate, Tennessee

hrsimple.com is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.



at Challenger, Gray & Christmas, Inc., Chicago, Illinois

Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.



at S&S Food Stores, Lake City, Florida

I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 



at Heartland EMS, Inc. , ,

Product Details

Law Firm: Fisher & Phillips LLP
Authors: Edwin G. Foulke, Jr.

Description

The Workplace Safety and Health Compliance Manual is the essential guide to understanding the OSH Act, OSHA standards, and employer obligations associated with safety and health in the workplace. This book covers topics such as: 

• Recordkeeping requirements
• Reporting requirements
• Inspections
• Citations and civil penalties
• Affirmative defenses 
• Development of a comprehensive health and safety program

In addition to 14 in-depth chapters, the guide provides 31 appendices to help employers stay in compliance with the OSH Act, including:

• Development of a comprehensive health and safety program
• Safety and inspection checklists
• Model hazard communication and lockout/tagout programs
• Sample forms (OSHA Form 300 and hazard assessment)
• State-specific contact information 
• Emergency action plan
• U.S. Department of Labor regional OSHA offices 

This publication was written by Ed Foulke, Jr., a partner with Fisher & Phillips LLP and former head of the Occupational Safety and Health Administration in Washington, DC.



Table of Contents

Workplace Safety and Health Compliance Manual

About the Firm
About the Author
1. Snapshot
2. Introduction
3. Duties and responsibilities
4. Employer's general duty
5. OSHA recordkeeping requirements
6. Significant standards
7. Inspections
8. Citations and civil penalties
9. Settling citations
10. Procedural and affirmative defenses
11. Criminal penalties
12. Developing a comprehensive health and safety program
13. Whistleblower protection
14. Emergency response and preparedness
A. Required postings
B. OSHA Forms 300 and 300A
C. Reporting fatalities, hospitalization, amputation, loss of eye incidents
D. Partially exempt industries from OSHA recordkeeping requirements
E. Safety checklist
F. Inspection checklist
G. U.S. Department of Labor regional OSHA offices
H. Directory of states with approved occupational safety and health plans
I. State plan review commissions/boards
J. State plan notice of contest timeline
K. Safety and health management systems
L. Sample emergency action plan
M. Emergency action plan checklist
N. Safety and health policy
O. Model written hazard communication program
P. Time period for filing complaint under whistleblower statutes
Q. Company’s commitment to safety
R. Safety strategies
S. Model written lock out/tag out program
T. Hazard assessment form
U. Vaccination acknowledgment
V. National, regional, Local, and special emphasis inspection programs
W. OSHA’s frequently cited “low-hanging fruit” standards
X. OSHA Injury & Illness Recordability Worksheet
Y. Getting off OSHA’s Severe Violator’s Enforcement Program
Z. Union Representatives and Walk-around Inspections
AA. Safety-Incentive Programs
BB. Publishing worker injury data
CC. Handling violence in the workplace
DD. OSHA increases focus on safety for temporary employees
EE. Occupational injury and illness reporting policy

Forms and Policies

OSHA Poster - Job Safety, It's the Law
OSHA Form 300A - Summary of Work-Related Injuries and Illnesses
OSHA Form 300 - Forms for Recording Work-Related Injuries and Illnesses
Sample Emergency Action Plan
Sample Safety and Health Program
Model Written Hazard Communication Program
Sample Commitment to Safety
Model Written Lockout-Tag Out Program
Hazard Assessment Form
Hepatitis B Vaccine Declaration

view complete list



Customer Reviews

The Employee's Benefits Guide is particularly helpful because the institution strives to provide the best quality benefits to attract and retain valuable employees; and one way to do this is to have a thorough knowledge and understand of how to make these benefits work for the employees.

at Lincoln Memorial University, Harrogate, Tennessee

hrsimple.com is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.



at Challenger, Gray & Christmas, Inc., Chicago, Illinois

Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.



at S&S Food Stores, Lake City, Florida

I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 



at Heartland EMS, Inc. , ,

Product Details

Law Firm: Ford & Harrison LLP
Authors: Frank L. Day, Jr.

Description

Hiring, firing, and discipline: three topics that affect every employer, no matter the size. Your employees are your greatest resource – however, they also represent a potential source of numerous liability concerns. This manual focuses on all the issues faced by employers and managers, with seven state-by-state charts and 18 chapters, covering topics such as:

Pre-employment issues
• Crafting a task-focused job advertisement
• Handling applications
• How to establish an employment-at-will doctrine

Interviews
• Sample questions and what to avoid asking about
• ADA concerns like reasonable accommodation
• Union-related questions

Employee personnel files
• Separation of medical paperwork
• Employee access
• Sarbanes-Oxley compliance

Discipline and termination
• Performance appraisals and progressive discipline
• Common discipline and discharge pitfalls
• Tips for a risk-free termination meeting



Table of Contents

Hiring, Firing and Discipline for Employers

About FordHarrison LLP
About the Editors
Editor's Foreward
Chapter 1 Snapshot
Chapter 2 Pre-Employment Issues
Chapter 3 Pre-Employment Testing
Chapter 4 Interviews
Chapter 5 Background Checks
Chapter 6 The Employment Relationship
Chapter 7 New Hire Reporting
Chapter 8 Policy Manuals and Employee Handbooks
Chapter 9 Employee Personnel Files
Chapter 10 Employment Contracts
Chapter 11 Non-Compete Agreements and Trade Secrets
Chapter 12 Affirmative Action
Chapter 13 Discipline
Chapter 14 Termination
Chapter 15 Layoffs
Chapter 16 Employment Litigation
Chapter 17 Union Organizing Activity
Chapter 18 Social Media
Appendix A Federal Recordkeeping Requirements
Appendix B Posting Requirements

Forms and Policies

Company Use Job Description
Sample Job Questionairre

view complete list



Customer Reviews

The Employee's Benefits Guide is particularly helpful because the institution strives to provide the best quality benefits to attract and retain valuable employees; and one way to do this is to have a thorough knowledge and understand of how to make these benefits work for the employees.

at Lincoln Memorial University, Harrogate, Tennessee

hrsimple.com is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.



at Challenger, Gray & Christmas, Inc., Chicago, Illinois

Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.



at S&S Food Stores, Lake City, Florida

I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 



at Heartland EMS, Inc. , ,