The labor and employment legal landscape has changed drastically over the past decade, and employers are encountering more compliance issues than ever. Beyond federal regulations, state and local rules are also changing, and it's more than some employers can manage on their own.

Laws regarding hiring, medical marijuana, wage deductions and paid sick leave are just a few that often stump employers. In fact, mandatory leave laws in general are some of the top reasons employers consider human resources outsourcing services.

Leave laws come into play when an employee asks for medical, family, pregnancy-related, military or various other types of leave. The federal Family Medical Leave Act (FMLA), for example, applies to private employers with 50 or more employees and provides up to 12 weeks of unpaid leave during a 12-month period.

Many employers offer voluntary benefits to supplement their core benefit plans. Supplemental insurance plans appeal to the changing and diverse workforce that has come to expect a comprehensive employee benefits package. To stand out in a competitive job market, employers are offering more choice and flexibility than ever before. Employees are responding by personalizing benefit programs to fit their needs.

Hurricane season is upon us, and Floridians have already encountered the first named storm of the season. NOAA’s National Hurricane Center predicts 10 to 16 named storms, of which five to nine may become hurricanes—including one to four major hurricanes. An average hurricane season sees about six hurricanes, with three becoming major. Business owners have much to consider when it comes to storm preparedness: protecting the company and it’s employees.

Click here to view FEMA’s Hurricane Ready Business Toolkit.

When it comes to the onboarding process, some employers think onboarding means the same thing as orientation, but it’s really much more than that. The onboarding process is an opportunity to make an impression on a new hire and is often the moment that a new employee decides whether he or she is going to remain engaged with, or even keep working for the company.

Workplace culture is the environment that surrounds everyone at work—a system made up of shared beliefs, values and processes. Although it’s not something you can see or touch, workplace culture has a strong influence on people, relationships and expectations. A workplace culture encompasses the life experiences and behaviors of each employee, therefore, workplace culture can certainly play a role in preventing or encouraging sexual harassment in the workplace.

Workplace bullying may be more common than you think, so it’s important both employers and employees recognize the signs and know what to do about them. Unlike bullies on the playground or in school, bullying at work is less physical and more psychological.

According to the Workplace Bullying Institute, “workplace bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is: threatening, humiliating, or intimidating, or work-interference, i.e. sabotage, which prevents work from getting done.” 

Bullying can occur amongst employees (more common) and between employees and their supervisors. Signs of workplace bullying include: