The 2018 Federal Pro HR Library includes six hard-copy books and online access to Employee Benefits — An Employer's Guide, Workplace Safety and Health Compliance Manual, An Employer's Guide to FMLA and ADA, Hiring Firing and Discipline Manual, Wages and Hours — An Employer's Guide and Employment Verification: Immigration, Form I-9, and E-Verify.
These six publications will help you answer questions such as:
Written by top Federal attorneys, the Federal Pro HR Library features:
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The laws governing employee benefits are very detailed and very complex. Benefits take many forms, from simple holiday pay to complicated pension plans, this guide is intended to provide a well-rounded overview of the complex principal laws that apply when an employer provides benefits for its employees.
From basic definitions to information on particular types of benefits, this guide covers what you need to know to stay in compliance. Have you ever asked a question like this:
• Are my benefits plan subject to the Employee Retirement Income Security Act?
• What are the advantages of group health plans?
• How will the Health Care Reform Act affect my coverage?
• When should severance be paid?
• What health care coverage is available for recently terminated employees?
Providing your employees with benefits can open you up to discrimination claims under the Equal Employment Opportunity Commission (EEOC) and the Age Discrimination and Employment Act (ADEA). That’s why this publication includes in-depth explanations, tips for compliance, and a break down of benefit types to keep your business out of trouble.
This guide walks you through the many complicated procedures associated with verifying the work authorization of your workers and maintaining a business that is in compliance with the Immigration Reform and Control Act of 1986 (IRCA). As an employer, you are responsible for verifying that every individual on your workforce is eligible to work in the United States – that means paperwork and lots of it!
Completing the Form I-9 is a crucial step in the employment process, but one that is riddled with pitfalls for employers. Have you ever asked a question like this:
• Where do I get the I-9 form?
• Who do I submit it to?
• Which documents can be used to complete the I-9? Passports? Driver’s licenses? Do they count?
• How can I be sure that I am filling the form out correctly?
• What if I have employees who have worked for me prior to November 6, 1986?
Failure to complete the Form I-9 correctly can lead to costly penalties. That is why this publication includes tips and tricks, forms, checklists, and more to keep you out of trouble and in compliance with the law.
This publication also includes important information on other employment verification issues. Check out these topics if you are unfamiliar with employment verification or want to brush up on what’s important:
• Have all of your employees hired after November 6, 1986, completed I-9 Forms, and do you have the I-9 Form for each current employee?
• Do you make photocopies of the identification documents provided by your employees?
• Do you know what to do if an immigration officer has a warrant for the arrest of an employee?
• Do you inform an employee of a Further Action Notice and give an opportunity to contest?
This guide walks you through the many complicated procedures associated with keeping your business in compliance with the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). As an employer, you are responsible for seeing to the needs of your employees, and this guide helps you navigate through the complex situations that arise when an employee requires medical leave or a reasonable accommodation for a disability. Have you ever asked a question like one of the following:
• Who is eligible for medical leave?
• What constitutes a disability?
• Which documentation can I request from an employee seeking medical leave?
• What if I can not afford to accommodate a disability?
• Which forms need to be completed for military family leave?
Failure to comply with the FMLA and ADA correctly can lead to costly penalties. That is why this publication includes tips and tricks, forms, and more to keep you out of trouble and in compliance with the law.
This publication also includes important information on other leave and disability issues. Check out these topics if you are unfamiliar with FMLA and ADA or want to brush up on what’s important:
• Do same-sex domestic partners qualify for family medical leave?
• Do I need to keep medical records separate from other employee files?
• Am I practicing reasonable accommodation?
• Am I properly displaying all FMLA posters?
• What pre-employment questions are considered discriminatory?
The Department of Labor estimates that nearly 70% of employers are in violation of the Fair Labor Standards Act (FLSA). With fines and penalties, small errors in wage and hour administration can quickly snowball into embarrassing and expensive situations for your company. When to pay, who to pay, how much to pay – there are so many questions that employers have to answer.
This manual focuses on all of these wage-related issues, providing 20 chapters and 2 appendices, covering topics such as:
Covered and exempt employees
• Exempt vs. non-exempt employees
• Classifying trainees and interns
• Commonly asked questions and answers
Determining work time
• Defining “hours worked”
• Rest and meal periods
• How to record work time
• Computation of overtime compensation
• Exemptions from overtime
• Unauthorized overtime
In addition to in-depth material concerning the federal Fair Labor Standards Act (FLSA), this guide is complete with state-by-state charts breaking down specific, local regulations. Check out tables detailing:
• State minimum wage amounts
• State payment of wages (including payment of final wages)
• State direct deposit regulations
The Workplace Safety and Health Compliance Manual is the essential guide to understanding the OSH Act, OSHA standards, and employer obligations associated with safety and health in the workplace. This book covers topics such as:
• Recordkeeping requirements
• Reporting requirements
• Citations and civil penalties
• Affirmative defenses
• Development of a comprehensive health and safety program
In addition to 14 in-depth chapters, the guide provides 31 appendices to help employers stay in compliance with the OSH Act, including:
• Development of a comprehensive health and safety program
• Safety and inspection checklists
• Model hazard communication and lockout/tagout programs
• Sample forms (OSHA Form 300 and hazard assessment)
• State-specific contact information
• Emergency action plan
• U.S. Department of Labor regional OSHA offices
This publication was written by Ed Foulke, Jr., a partner with Fisher & Phillips LLP and former head of the Occupational Safety and Health Administration in Washington, DC.
Hiring, firing, and discipline: three topics that affect every employer, no matter the size. Your employees are your greatest resource – however, they also represent a potential source of numerous liability concerns. This manual focuses on all the issues faced by employers and managers, with seven state-by-state charts and 18 chapters, covering topics such as:
• Crafting a task-focused job advertisement
• Handling applications
• How to establish an employment-at-will doctrine
• Sample questions and what to avoid asking about
• ADA concerns like reasonable accommodation
• Union-related questions
Employee personnel files
• Separation of medical paperwork
• Employee access
• Sarbanes-Oxley compliance
Discipline and termination
• Performance appraisals and progressive discipline
• Common discipline and discharge pitfalls
• Tips for a risk-free termination meeting
hrsimple is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP.
PDC webinars are offered monthly or as major changes occur in the HR world.
Today organizations must operate in a highly regulated, litigious business climate. However, employers are able to minimize the legal risks involved in making employment decisions without compromising business needs. Founded in Atlanta in 1978, Ford & Harrison has built a national practice in all aspects of labor and employment law with 18 offices across the country. More than 190 labor and employment lawyers at the firm strive to provide clients with sound legal advice, prac...
Ogletree Deakins is one of the largest labor and employment law firms representing management in all types of employment-related legal matters. The firm has more than 650 lawyers located in 44 offices across the United States and in Europe. For more than three decades, Ogletree Deakins has offered clients representation in every aspect of labor and employment laws, including business immigration, employee benefits, and workplace safety and health law as well as employment litigation and tr...
THE CAVANAGH LAW FIRM was founded in September of 1999 by a core group of attorneys who had been practicing with the 40-year old law firm of O'Connor, Cavanagh, Anderson, Killingsworth and Beshears. This select group of attorneys from a number of practice areas shared a vision of forming a firm that would continue to abide by the principles of hard work, quality, integrity and superior client service espoused by the Firm's namesake, Harry Cavanagh. As a group, the attorneys possess...
Squire Patton Boggs combines sound legal counsel with a deep knowledge of our clients’ businesses to resolve their legal challenges. We care about the quality of our services, the success of our clients and the relationships that are forged through those successes. With approximately 1,500 lawyers in 44 offices located in 21 countries, our global legal practice is in the markets where our clients do business. Our labor and emp...
Established in 1948, FISHER & PHILLIPS LLP is one of the country’s oldest and largest firms devoted exclusively to representing employers in labor, employment, wage-hour, workplace safety and health, employee benefits, and business immigration law. Our depth and breadth of experience in these niche areas are unsurpassed. Our practice includes counseling and defending employers under all major federal and stat...
Nancy focuses her practice on the representation of management in both traditional labor and employment matters. She has defended employers in relation to discrimination, harassment, retaliation and wrongful termination actions in both state and federal courts and before administrative agencies. Nancy also assists federal contractors and subcontractors in understanding their affirmative action obligations under Executive Order 11246, Section 503 of the Rehabilitation Act, and VEV...
C. John Wentzell, Jr., editor of this Guide, practices in the areas of employee benefits law and taxation. Mr. Wentzell received his law degree from the University of South Carolina School of Law in 2003. During law school, Mr. Wentzell served as a member of the ABA Real Property, Probate and Trust Journal. In 2004, Mr. Wentzell graduated from the New York University School of Law with an LL.M. in Taxation. His practice focuses on employee benefits law, ERISA and taxation,...
Ellisa H. Culp is a 1986 graduate of the University of South Carolina Law School, where she was a member of the Law Review. Her practice focuses on tax, reporting, and compliance matters involving qualified and nonqualified deferred compensation plans, welfare benefit plans (including COBRA compliance issues), and fringe benefit arrangements. Ms. Culp served as a law clerk to the U.S. Court of Appeals for the Fourth Circuit from 1992 to 1993.
Eric D. Penkert practices in the areas of employee benefits law and taxation. His practice includes counseling clients regarding qualified plans, fringe benefits, and compliance with ERISA and other federal laws relating to employee benefits matters. Mr. Penkert also assists plan sponsors in designing and drafting plans, provides them with regulatory compliance advice, and prepares and submits benefits-related filings to the Internal Revenue Service on their behalf. He rec...
Jeanne is a member of the employee benefits and executive compensation group. Jeanne focuses her practice on issues concerning health and welfare benefits, including Section 125 cafeteria plans, medical savings accounts (such as flexible spending arrangements (FSAs), health reimbursement arrangements (HRAs) and health savings accounts (HSAs)), and wellness programs. Jeanne also frequently advises clients with respect to COBRA and HIPAA Privacy and Security Rule compliance (such as el...
Thomas M. Christina advises employers on all aspects of employee benefit plan design and operation, and represents employers in benefits-related individual and class action litigation in courts throughout the United States. A 1980 graduate of the Harvard Law School, he is a member of the Employee Benefits Committee of the U.S. Chamber of Commerce. From 1987 through 1989, he served as a Deputy Assistant Attorney General, and later as an Associate Deputy Attorney General, in...
Vance E. Drawdy counsels employers regarding disclosure, compliance, and claims-processing issues relating to all forms of employee benefit plans, and advises clients regarding the effects of Title VII, the Americans with Disabilities Act, and the Age Discrimination in Employment Act on employee benefit plan design and operation. He also represents plan sponsors, plan administrators, and fiduciaries in litigation arising under ERISA in federal and state courts, and in proc...
DAVID A. SELDEN is a partner with the Phoenix office of The Cavanagh Law Firm in Phoenix, Arizona. Mr. Selden received his J.D. degree, magna cum laude, from Georgetown University Law Center, where he was also an editor of The Tax Lawyer. He received his B.A. and M.A. degrees from George Washington University in Washington, D.C. Mr. Selden's practice is concentrated in representing management in a wide variety of employment law matters, including disc...
HEIDI NUNN-GILMAN is an attorney with The Cavanagh Law Firm in Phoenix, Arizona. Ms. Nunn-Gilman's practice focuses on employment litigation and human resource matters. She has experience in working with both public and private employers. She advises clients on matters relating to labor and employment law, including I-9 and immigration compliance strategies, E-Verify, ICE and worksite enforcement, Title VII, FLSA, FMLA, ADA, affirmative action, leaves, drug and alcohol...
JENNIFER L. SELLERS is an attorney with The Cavanagh Law Firm in Phoenix, Arizona. Her practice focuses on employment and labor law. Ms. Sellers provides counseling to employers in both the transactional and litigation arenas of employment and labor law, including EEOC and ACRD matters. She offers advice on hiring, employment contracts, covenants not to compete, severance agreements, employee manuals, compensation, benefits and terminations. She also represents clients in ...
JULIE A. PACE is a partner with The Cavanagh Law Firm in Phoenix, Arizona. Ms. Pace's practice is concentrated in the field of OSHA, litigation, and employment law, with particular emphasis in the defense of sexual harassment, employment discrimination, wrongful discharge lawsuits, EEOC and ACRD charges, matters involving OSHA, ICE, OSC, OFCCP, DOL, NLRB, DOT, collective bargaining, wage and hour laws, and conducting harassment and discrimination investigations. She is...
Yijee Jeong is an associate in the firm’s Employment, Labor, OSHA, and Immigration Department. Ms. Jeong was born in Incheon, South Korea but has been a long time resident of Phoenix’s Arcadia neighborhood. She graduated summa cum laude from Arizona State University (ASU) in 2013 with a B.S. in political science and a minor in global studies. She obtained her J.D. from the Sandra Day O’Connor College of Law at ASU. Dur...
Frank Day devotes his practice to helping clients accomplish business objectives through employment law litigation and counseling. Frank has successfully represented national retailers, health care providers, and various other public and private employers in matters arising under Title VII, the ADA, FMLA, ADEA, USERRA, and various other federal and state statutes. He has extensive litigation experience in many different forums, and he has helped many clients prevail on summary judgment and...
Jessica Asbridge focuses her practice on the representation of management in both traditional labor and employment matters. She defends employers in relation to discrimination, harassment, retaliation and wrongful termination actions in the federal and state courts and before administrative agencies. In addition, Jessica counsels employers on a variety of issues, including employee terminations, how to avoid/resolve labor and employment disputes and litigation, and Title VI...
Robbin Hutton has over 15 years of experience in a variety of practices, with 11 years exclusively devoted to employment and labor matters. She has successfully litigated numerous employment matters in both state and federal courts and achieved favorable results before numerous administrative boards and agencies in numerous states. Robbin works with clients in developing and implementing employment policies, as well as training on the major areas of employment and labor law. She ...
Jill S. Kirila, partner, represents and counsels companies in all aspects of employment and other service provider relationships. She regularly represents companies in wage and hour collective actions and disputes in federal courts, where she utilizes a creative and aggressive early defense approach. She also has extensive multi-state litigation experience before federal and state courts and administrative agencies and counsels employers in all matters of employee issues. ...
Shennan Harris helps employers solve – and prevent – problems through efficient, effective, personalized representation and counseling. Shennan excels at efficiently and effectively managing all aspects of the litigation process and thinking outside the box to resolve tough problems. She represents clients in all aspects of complex litigation and arbitration, including class actions and in state and federal trial and appellate courts, as well as helps employers reso...
Edwin G. Foulke, Jr is a partner in the Atlanta office of Fisher & Phillips LLP, a leading national labor and employment law firm. Mr. Foulke currently serves as co-chair of the firm's Workplace Safety and Catastrophe Management Practice Group in its Atlanta, Georgia office. His practice includes workplace safety compliance and strategic safety planning, whistleblower compliance and litigation involving the 22 whistleblower statutes handled by OSHA, defense of employers in respondi...
For more than 25 years, ACCR has worked with State Chambers of Commerce and Associations of Business and Industry across the country. Our goal is to provide employers and HR professionals with the resources they need to stay in compliance with the rapidly changing world of employment laws and regulations. Our manuals tell you:
No legalese, no endless strings of case citations…our guidebooks simply get you the answers you need, so that you can get back to business.
If seeing is believing, come explore our Publications section and READ A CHAPTER from a book written specifically for your state.
In the early 1980’s, Dick Apland, the godfather of ACCR, worked for the Illinois Chamber of Commerce. He found the Chamber struggling as they attempted to sustain themselves on member dues alone. He then came up with a few ideas for non-dues programs – which today we call the affinity programs.
After offering programs like deals on rental cars, seminars, insurance, and human resources books, the Illinois Chamber started to see their revenue increase, which further financed the ways they could support their members. Other Chambers saw the growing success of the Illinois Chamber and its member’s businesses and Dick Apland became the Johnny Appleseed of non-dues income, spreading the word by visiting Chambers across the country and showing them how he’d planted success with the affinity programs.
These programs wouldn’t run themselves and many Chambers found they didn’t have the manpower to implement and market the programs. So Dick started a company, Apland + Associates, that made the affinity programs available on a turn-key basis. Now the Chambers could still provide access to money-saving programs without having to add any staff.
Dick also saw the need for adding new staff. Within a few years, he would have a family-run business, as his two sons, Brad and Scott, and two daughters, Kari and Kelly, joined the team. Although the affinity programs were up and running well, they soon discovered that their best asset was the plain-English library of human resources books.
In 1999, Dick turned the company over to his two sons. By that time, they had worked with more than 40 of the State Chambers/Associations. This achievement drew the attention of HR Comply and the business was purchased in January of 2000.
Then, in 2004, the South Carolina Chamber of Commerce contacted Brad and Scott, asking them to help with the Chamber’s human resources publishing operation. The wheels were oiled and American Chamber of Commerce Resources was started. Two years later, Brad and Scott weren’t the only two employees – they quickly grew to support more than 15 employees, and the company continues to expand.
After more than 25 years, ACCR maintains Dick Apland’s goal to assist Chambers of Commerce, employers, and human resources professionals across the country. With the constantly evolving landscape of labor and employment law, our books have taken top priority as we continue to help employers and HR professionals stay in compliance with laws and regulations. To this day, there remains no other company that serves Chamber of Commerces in their search for non-dues revenue programs like ACCR.
hrsimple.com is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.
Our company does not have an official Human Resources Department. I have what is known as *hands on* H.R. training. Your human resource publications have guided me through many issues such as I-9, FMLA and policy book. The money I spend for the publications each year have more than paid for themselves.