You hire a remote employee in a state where you have never had staff. Two months later she calls in sick, her manager applies the attendance policy that works everywhere else, and you learn that her state requires paid sick time, protects the absence from discipline, and wanted a written notice at hire. Nothing in federal law would have warned you.
That is why HR needs a working map of sick leave laws by state. The Department of Labor says there are currently no
Most garnishment mistakes do not happen in the payroll calculation. They happen in the first 48 hours, when a writ of garnishment, an income withholding order or a tax levy lands at the front desk, sits in someone's inbox, or gets scanned to the wrong person. By the time payroll sees it, the answer deadline is close, the first deduction is late, or the order has been applied to the wrong employee.
This guide walks the order from the mailroom to the first deduction: who logs it, how ...
An employee tells you on Thursday that she has orders and leaves Monday for nine months. She does not have paperwork yet. Her manager wants to know whether he can post the job, whether she has to burn her vacation first, and whether "we'll see what's open when you get back" is an acceptable answer.
Under USERRA, the Uniformed Services Employment and Reemployment Rights Act (38 U.S.C. 4301 to 4335), the answers are mostly no. USERRA has no employee-count threshold and
You run HR well. Payroll goes out, policies are current, investigations get handled, managers call you first. And yet when the leadership team talks about next year's plan, you are told what was decided instead of being asked what you think. Somewhere between HR manager and strategic leader there is a gap, and it is not about working harder at what you already do.
The Strategic HR Leadership Certificate Program is built for that gap. This article sets out what the
Employees ask the question one way: "Can wage garnishment get you fired?" HR has to answer it the other way: can we discharge, discipline or refuse to hire someone because an order landed in the payroll inbox? The short answer is that federal law bars discharge over a garnishment for one debt, several states go further, and the separate rules for child support and federal agency garnishments protect against discipline and refusal to hire as well as firing. The longer answer matters, because ...
An income withholding order for support lands on someone's desk, and that someone is often in HR rather than payroll. The math belongs to payroll, but most of what goes wrong with an IWO happens before or after the math: the order sits in a mailroom tray for two weeks, nobody tells the child support agency that the employee quit, the medical support notice never reaches the health plan, or a supervisor mentions the order in front of the team. Those are HR and benefits failures, and they ...
Nobody trains you for the second half of an HR career. You learned the first half by doing it: employee relations, compliance, benefits, hiring. Then you were promoted to HR manager, or you are being considered for director, and the job changed. The questions are now about budgets, workforce plans, executive relationships, and where the organization is going. Search for HR director training and you will find everything from a one-hour webinar to a two-year degree.
An administrative wage garnishment (AWG) order looks like any other garnishment when it lands in the mailroom, but it is a different animal. No judge signed it. A federal agency issued it on its own authority after giving the employee notice and a chance at a hearing, and federal law makes it binding on you the moment you receive it. If you treat it like a creditor writ and wait for a court document, or send it back with a note that you only honor court orders, the employer, not the ...
You are an HR manager or director looking at your development budget for the year, and three options keep coming up: SPHR certification from HRCI, the SHRM-SCP from SHRM, and a short program such as a Strategic HR Leadership Certificate. They are often listed side by side as if they were interchangeable. They are not, and choosing well starts with understanding that two of them are one kind of thing and the third is another.
Certification vs.
The decision has been made somewhere above you: a reorganization, a new HRIS, a shift consolidation, a return-to-office schedule. Now it is on your desk with a go-live date, and the people affected have not been told. Whether the change lands or stalls will depend less on the decision than on the next ninety days, and most of that work runs through HR.
Search for "change management HR" and you will find plenty of theory. This playbook is about the work itself: what
Search for "workers' comp certification" and you get a mix of things that are not the same kind of credential at all: university certificate programs, insurance-industry designations, state adjuster licenses, state-specific packages and employer-side administrator certifications. They are built for different jobs. An HR coordinator who reports injuries and manages return to work does not need an adjuster license, and a claims examiner at a carrier will not get far with a credential designed ...
You have fifteen minutes on the leadership team's agenda and a request that costs money: a new applicant tracking system, a manager training program, two more recruiters, a retention bonus for a hard-to-fill role. You know the need is real. The executives in the room have six other requests that are also real, and a fixed amount to spend.
An HR business case is how you turn "we need this" into a decision the leadership team can make and defend. This guide walks
The CFO asks what turnover is costing the company, and you have a turnover rate but not a dollar figure. Or you request two more recruiters and are asked what the current cost per hire is and what it would be afterward. HR proposals tend to succeed or fail at this point, and the deciding factor is usually whether the numbers hold up when finance looks at them.
This guide covers the finance an HR leader needs most: how to read the three financial statements, how to
An employee files a workers' comp claim. Three weeks later, a supervisor wants to write them up for attendance, or the company announces a reduction in force and their name is on the list. Neither decision is automatically illegal. Both will be examined through one lens if the employee challenges them: would this have happened if the employee hadn't filed a claim?
Most states prohibit employers from firing or discriminating against employees for filing a workers' comp claim, and an ...
The executive team has finished its planning offsite and each department owes a plan by the end of the month. Yours currently reads: fill open positions, renew benefits, update the handbook, roll out the new HRIS. Every item is necessary, and none of it is a strategy. An HR strategic plan is a short document that states which workforce outcomes the business needs over the next one to three years, the few priorities HR will pursue to deliver them, what that will cost, and how
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