Tips and Articles on HR Best Practices, HR Outsourcing, and HR Compliance
Employee Says Their Depression Is a Disability. Do We Have to Accommodate Them?
Depression rarely arrives as a formal accommodation request. It shows up as missed deadlines, call-outs and an employee who seems not to care. Here's when the ADA kicks in, and how employers should respond.
12 Signs Your HR Doesn't Understand Labor Law — and When to Bring In an HR Consultant
Underpaying HR doesn’t reduce risk; it guarantees it. Here are 12 signs your HR function doesn’t understand labor law, from wage-and-hour errors and missed ADA accommodations to retaliatory terminations, and when to bring in an HR consultant, outsourced HR director, or fractional CHRO.
Weak Managers Are Costing You Money: How to Fix Accountability and Performance Drift
Weak managers don’t break companies overnight — they quietly erode performance, accountability, and culture. When conflict is avoided, expectations aren’t enforced, and documentation disappears, standards collapse and legal risk grows. Weak management isn’t a people problem; it’s an infrastructure problem.
What Documentation Protects Employers From Lawsuits? A Comprehensive Employer‑Side Guide
Employers don’t lose lawsuits because they acted unreasonably — they lose because their version of events lacks credibility. Defensible documentation is the only way to explain decisions years later when memories fade and supervisors have moved on. When documentation is outdated, inconsistent, or created after termination, the employer’s position weakens and the employee’s story fills the gaps.
Why Termination Letters Matter — Even for At‑Will Employers
A termination letter isn’t paperwork — it’s evidence. Even at‑will employers need a comprehensive termination letter when firing for cause. It forces the employer to validate the decision, prevents shifting explanations, anchors testimony years later, and signals to plaintiff’s counsel that the case won’t be a quick settlement.
Avoid Costly Employee Lawsuits with Seven Simple Strategies
Most lawsuits are avoidable. They happen when documentation is thin, expectations are unclear, or managers make decisions without compliance training. These seven strategies help employers build defensible HR systems and reduce legal exposure — with guidance from HR outsourcing or a Fractional CHRO.