Abe: Yes. While many employers only verify basic employment information, a thoughtful reference check can help confirm what you've learned during the interview process and provide insight into a candidate's work style, strengths, and overall fit. Abe: Focus on open-ended, job-related questions like: What were this person's greatest strengths? How did they respond to feedback? What [...]
Family and Medical Leave Act (FMLA) questions often don't come with advance notice. An employee shares they're expecting a baby, a parent is diagnosed with a serious illness, or someone needs surgery. In those moments, business owners need to know what the law requires and when it applies. Here are the basics that every employer [...]
Abe: Talking too much. Great interviews are built on curiosity. Instead of spending most of the conversation selling the company, ask thoughtful questions that help you understand what the candidate is truly looking for. Abe: Ask open-ended questions and keep digging. Instead of accepting a surface-level answer, ask follow-up questions like: Why is that important to [...]
Pay transparency is becoming one of the most significant shifts in the employment landscape. While several states now legally require employers to disclose compensation information in job postings and throughout the hiring process, forward-thinking organizations are recognizing that transparency goes far beyond compliance. At its core, pay transparency helps employees understand how compensation decisions are [...]
Pay decisions can feel simple in the moment: an employee asks for a raise, a new hire negotiates higher, a manager wants to reward someone, or leadership realizes a role is harder to fill than expected. But over time, one-off pay decisions create bigger problems. Salary banding gives your organization a framework for making compensation decisions [...]
Managers shape the employee experience more than any handbook or policy. They are often the first to notice performance issues, conflict, attendance concerns, and communication challenges. That puts them in a powerful position to support employees, reinforce expectations, and protect the organization. With the right training, tools, and support, managers can become one of your [...]
You likely don’t walk in for the day, sit down, and decide to terminate someone out of nowhere. It builds over time. A few missed expectations here. A frustrating conversation there. Another issue the following week. Then suddenly the question isn’t just, “Should we terminate?” It becomes: “Can we terminate?” “Is this legal?” “What’s the [...]
Abe: It’s based on executed job duties and salary thresholds, not job title or job descriptions. Why it matters: Misclassification can lead to back pay for overtime and penalties. A: No. Hours doesn’t determine exemption; duties must meet FLSA criteria. Why it matters: Paying salary without meeting exemption tests creates risk. A: They should reflect [...]
When an employee raises a concern, the biggest risk isn’t the complaint itself, it’s how the organization responds. The first 24 hours matter more than most employers realize. They set the tone for trust, documentation, and, whether intended or not, your level of legal exposure. Here’s where organizations tend to get it right (and where [...]
Abe: A defensible JD clearly lists essential functions, measurable expectations, required skills, typical environment, supervisory relationships, and it matches what the employee actually does. Why it matters: When duties are explicit, you can fairly classify FLSA status, provide ADA accommodations, and support performance actions. A: Be specific enough that you can point to a [...]
