Elections are often divisive - particularly when it is a presidential election cycle. Polarizing campaign tactics that leverage wedge issues, economic uncertainty, and social unrest can all contribute to a charged national climate. The 2024 election season exemplifies these challenges, the effects of which often make their way into the workplace. As a result, employers should consider certain measures to address these challenges in a way that is compliant and maintains productivity, while also supporting employees' ability to engage in respectful discussions and participate in the election process itself. This article surveys some of the top issues employers should consider.

Your employee files accumulate a lot of paperwork, from new hire forms and performance reviews to safety documents and medical records. The storage, care, and ongoing maintenance of employee records are not only important to your employees, but failure to do so could expose you, as an employer, to potential liability, including monetary fines and criminal penalties.

National Employee Appreciation Day is celebrated every first Friday in March, which is March 1^st this year. It was started in 1995 by Dr. Bob Nelson, who wrote the book 1,001 Ways to Reward Employees. This day is an opportunity to remember the importance of appreciating employees.

When an employee is failing to get their work done, having attendance issues, or causing trouble in the workplace, you should address the problem. But what would be the best time to do so? As soon as possible!

The cost of everything continues to go up; it's just going up a little more slowly than it did in recent years.

We appreciate your continued partnership with FrankCrum and strive to keep you informed of any developments that may impact your business operations. We would like to bring to your attention a proposed bipartisan legislative change that could affect the Employee Retention Tax Credit (ERTC).

On January 9, 2024, the  U.S. Department of Labor announced  a final rule revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA), which will be effective on March 11, 2024. The final rule repeals the Independent Contractor Status Under the Fair Labor Standards Act rule ( 2021 IC Rule ), which was published in 2021, replacing it with an analysis for determining employee or independent contractor status that is more consistent with the FLSA as interpreted by longstanding judicial precedent.

Just when you thought you had enough on your plate, your company is hit with a discrimination claim. After reviewing the allegations, you know for a fact they are not true and can’t believe this employee is accusing you of discrimination! In response, you decide to keep your distance from this employee; you avoid speaking with them and maybe even move them to an area further away from you. Then the employee violates a company policy and, although you normally wouldn’t terminate someone for this incident, you feel it’s best to let go of this employee while you have the chance. But doing this can now give this employee grounds for retaliation and it could be more costly than the initial discrimination claim.

Learn what are some top items that employees want from their employers for the holiday season.