While both the current and new form are in effect until January 21, 2017 employers should make sure they are ready to switch over to using the new form only as of January 22, 2017 by destroying any printed out unused blank forms and having only the new one available. More Info

Employers should create and maintain an application focused on whether the information being requested is directly related to the position being offered and does not seek any information that may be legally protected under state or federal law. As a rule of thumb, any request for information connected to a legally protected class (age, race, sex, religion, disability etc.) should not be asked. More Info

The two marijuana laws make it clear that employers do not have to allow employees to use or otherwise accommodate a person’s marijuana use in the workplace. More Info

This law isn’t effective until July 1, 2018. However, most companies will find that they have much to do prior to then. More Info

Not all employers need to maintain a written Affirmative Action Plan (AAP). The first question to ask is whether your organization does any work with the federal government. If not, then you do not have any AAP obligations. More Info

An Affirmative Action Plan (AAP) documents your organization’s efforts to match your demographics to the reasonable recruiting area from which you draw applicants. More Info

While there are no laws requiring an employee handbook, it is an important vehicle for notifying your employees of federal and state laws, expected business standards, and employee benefits. More Info

HR is an occupation that is constantly changing. Employment laws, regulations, compensation & benefits and overall best practices are always evolving. Additionally, there is always more to know and understand with regard to managing employee relations to compiling salary data and tracking talent metrics. More Info