No employer discharges an employee without believing they have valid business reasons to do so. However, for unemployment insurance (UI) purposes, what an employer considers to be valid business reasons may not result in a finding of ineligibility for unemployment benefits. In order for a state unemployment insurance agency to determine that a person is disqualified from receiving UI benefits, there must be clear evidence of misconduct by the individual. The burden of proof is largely on the employer.
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Companies new to using an applicant tracking systems (ATS systems) like TriNet Hire often have a common question:
“I posted my jobs on the big job boards. Where are all the awesome candidates?”
Unfortunately, it’s not a “build it and they will come” system. A job ad is an ad, and a basic job description isn’t going to bring top talent to your door. You need to think like a marketer and handle your recruiting process more like marketing your product or service. You are marketing. You need to inspire the best candidates to compete for your open positions. Continue reading this entry →
A Health Savings Account (HSA) provides individuals with the ability to stash away pre-tax money that can grow, free from federal taxes, and be used for qualifying medical expenses. Contributing to such an account allows you to save on federal income taxes while creating a cushion of funds to help pay for out-of-pocket healthcare expenditures in the future. Continue reading this entry →
As reported in the Wall Street Journal, U.S. businesses are operating in a federal regulatory environment that is like none other in U.S. history. Of course, the federal regulatory environment is not the only regulatory challenge for businesses, as many state and local governments have added to their laws, especially their labor and employment laws. The bottom line is that keeping up with legal developments and staying compliant is harder than ever before, which is bad news for small and medium-sized businesses trying to keep their HR policies compliant.
Consider, for example, paid time off policies. In light of the fact that neither federal nor state law requires employers to provide vacation, one might be tempted to think that there are no compliance issues related to paid time off policies. That would be a big mistake. Continue reading this entry →
It’s a well-known fact that doing business in Canada is different, more difficult and more time consuming than in the US. Right?
Not really. Canada has a conservative, business-friendly government with a stable economy and low unemployment (6.6%) and boasts strong banks and close ties to the US. Currently, the Canadian dollar is very weak against the US dollar. So in effect, you are typically paying significantly less for employee salaries (and medical benefits). For example, if the offer is $100,000 in Canadian dollars, it is now costing you approximately $80,000 USD (or less). Economics like that make this an excellent time for hiring a Canadian. Continue reading this entry →