by Meagan | Oct 28, 2026 | Human Resources
Personal animosity can create a toxic environment and obstruct productivity beyond the individuals directly involved. We recommend the following practices to help improve the situation. Investigate the cause or causes of the conflict. It’s easy to jump to conclusions...
by Meagan | Oct 22, 2026 | Harassment, Human Resources
Investigating a claim of harassment can be intimidating, but the steps are fairly straightforward: Select an interviewer. This person should be an impartial manager, company officer, or HR representative. Ideally, they have completed training on conducting a...
by Meagan | Oct 1, 2026 | health insurance, Human Resources
Most plans require you to share four notices annually. In most cases, these can be provided during open enrollment. Whether you owe other notices comes down to your headcount, plan funding, and who’s enrolling for the first time. Those four notices are: The Summary of...
by Meagan | Sep 24, 2026 | Employment Law, Human Resources
Pay transparency means being upfront about your pay practices, usually by sharing pay ranges in job postings. While certain states and localities require employers to include a pay range in job postings, many employers choose to do so in an effort to stay competitive....
by Meagan | Sep 18, 2026 | Employment Law, Human Resources
No, medical documentation should stay with HR and not be shared with the manager. The Americans with Disabilities Act (ADA) requires employers to keep employee medical information confidential and accessible only to those who need it to do their jobs. The employee’s...
by Meagan | Aug 19, 2026 | Human Resources
Performance management matters because it creates clear, documented expectations that both managers and their direct reports can act on. Effective performance management tells employees exactly where they stand, what they’re doing well, and what they need to improve....
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