Welcome to our refreshed version of hrsimple.com

After more than a year of lots of hard work, conversations and studying how you have been using the website, we present version 3 of www.hrsimple.com.

If you are already a subscriber and haven't signed in to this new version of www.hrsimple.com, you will need to change your password –  instructions were emailed on the morning of January 11. If you didn't receive the email, give us by a call at 866-439-2227 or send an email to accr@accr.biz.

If you aren't already a subscriber, feel free to roam the sight, sign up for a free trial (above) or just check out our blogs below.

Please let us know what you think and how we can continue to improve.



The Nebraska Chamber has issued a W-2 challenge to state taxpayers

February 1st, 2018

In 2016, Nebraska families and businesses paid the state more than $2.2 billion in individual income taxes.  Yet many taxpayers have no idea how much they are paying in state income taxes.  

The Nebraska Chamber wants all state taxpayers to carefully examine their W-2 forms and know exactly how much they are paying in state income taxes. 

Nebraska Chamber members are encouraged to share this challenge with their employees, co-workers, friends and family.  This is especially important in a year in which lawmakers are examining possible changes to Nebraska's tax system

W2 sample 2017 tax year
Federal complete

Comprehensive guidelines to An Employer's Guide to FMLA and ADA, Employee Benefits - An Employer's Guide, Employment Verification: Immigration, Form I-9, and E-Verify, Hiring, Firing and Discipline, Wages and Hours - An Employer's Guide and Workpl...

Learn more


Thinking about cybersecurity for human resources professionals

March 29th, 2018 at 12:00pm CDT

We are pleased to present a webinar concerning cybersecurity with the author of both the Tennessee Human Resources Manual and the Virginia Human Resources Manuals, Andrew Wampler with Wilson Worley LLP.

In this presentation, we will cover:

1. Cybersecurity issues as they relate to business/employment law

  • BYOD – Bring Your Own Device – policies
  • Access and usage policies
  • Company-owned equipment

2. ...

The impact of super bowl(ing)

January 31st, 2018

The impact of the super bowl(ing) will extend far beyond the almost interminable pre- and post- and game. Approach this now with a nose hit and address gambling, dress codes, productivity and attendance.

Rich Meneghello, one of our anchors and frequent hrsimple.com blog authors from Fisher Phillips, will fill you in and spares you the legalese with a split discussion: leading up to the game and the day after.

So don’t just be throwing rocks: pick a lane (not a blocked lane), set your maples, don’t be a hambone. With a clean sheet as your foundation, you can frame this not as a wash out or a turkey, but rack it up as a perfect game and maybe see a return with a cherry and not a sour apple. So leave the deadwood without a foul. Strike on, not strike out and everything will schleifer, just like it always does. Right?

Bolded terms courtesy of bowling.com.

Super bowling

12 steps to handling violence in the workplace

January 30th, 2018

This blog is an excerpt from our book Workplace Safety and Health Compliance Manual by Edwin G Foulke, Jr. at Fisher Phillips. For more information, go to the Products tab above and subscribe.

  1. Adopt and publicize a zero-tolerance policy regarding threats, harassment, and violence in the workplace.

  2. Update/review employment application as well as pre-employment background checks and interviewing procedures to identify signs of potential problem applicants. Conduct thorough background investigation on all job applicants.

  3. Prepare and utilize release forms for personnel records from previous employers, course transcripts from educational institutions, certification records from training and professional organizations, credit reports from consumer credit reporting agencies and criminal conviction records from law enforcement agencies, subject to applicable federal, state and local laws.

Workplace retaliation: don't give in to the Dark Side

January 26th, 2018

Workplace retaliation: don't give in to the Dark Side (e.g. get mad, get even, look silly). Instead, spend 8 minutes with this video from our authors at Constangy.

Dark side retaliation

Would you really want to work with a bunch of yous?

January 25th, 2018

Hiring more of you is a hiring bias. And could be illegal. And stupid (no offense). Thanks to our authors at Gunster for pointing us to 3 common hiring biases and how to overcome them at bizjournals.com.

Matrix clone hiring bias

What is the ADA?

January 25th, 2018

The Americans with Disabilities Act (ADA) was signed by President George H. W. Bush in 1990. It became effective July 26, 1992. It was most recently amended in 2008 with proposed regulations issued in September 2009 as to these amendments.

The ADA’s purpose was to address and prohibit discrimination against persons with disabilities in matters relating to employment, housing, public accommodations, education, transportation, communication, recreation, health services, voting, institutionalization, and access to public services. According to initial Congressional findings, approximately 43 million Americans are disabled, either physically or mentally. This number will increase as the population becomes older and as the ADA Amendments go into effect. For more information, see Chapter 15, The ADA Amendments Act of 2008.

The ADA consists of five titles or sections:

Monty Python should not write your job descriptions

January 24th, 2018

A job description is like a Monty Python sketch – you shouldn't have to explain it. @RealEvilHRLady has four pointers . . . for your job descriptions.

Spanish inquisition job descriptions

FMLA definitions

January 22nd, 2018

FMLA coverage for employers

As with other employment-related statutes, the FMLA applies only to certain employers. Under the FMLA, an "employer" is:

  • any person engaged in commerce or in any industry affecting commerce who employs 50 or more employees for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year, including:
    • any successor in interest of an employer
    • any person who acts, directly or indirectly, in the interest of an employer to any of the employer’s employees (NOTE: Several courts have concluded that supervisors can be held individually liable under this provision of the FMLA.)
  • any public agency.

The following entities are also covered by the FMLA:

Unemployed or wear a bra – are those the only choices?

January 19th, 2018

So, the choices are wear a bra or be unemployed? Karla Miller, in her Washington Post "Workplace Advice" column, says you can define what is workplace appropriate.

Unemployed boob jail

What "government shutdown" means for employers

January 18th, 2018

If Congress cannot approve a budget by this Friday at midnight, the federal government will shut down. What will this mean for employers across the country? A look back at the most recent government shutdown will provide lessons on what you can expect.

Spoiler alert: it probably means more than you think it does, especially for small businesses.

Spoiler alert spoiler alert: small businesses "now is the time to enact any emergency plan you created to deal with a possible interruption of business".

An intern by any other name

January 16th, 2018

. . . is an employee who works for free. How do you tell the difference? Our authors at Polsinelli have the NEW list of 7 factors.

No longer work for free small

 “M,” “F,” Or “X”? Nonbinary Gender Designations in the Workplace

January 9th, 2018

You are probably familiar with the concept of transgender status and, even if you haven’t already addressed such a situation at your workplace, you probably have a rough idea of how you would handle a situation involving an employee in transition. It’s time now for you to ready yourself for the next step in the 21st-century gender revolution and prepare for the day when one of your employees informs you they would prefer to be treated as “nonbinary” – that is, neither male nor female. What do you need to know about this developing issue?

Mfx 3

How to treat fringe benefits for employees

December 29th, 2017

This chapter provides an overview of some fringe benefits that are not among the benefits that can trigger coverage under the Employee Retirement Income Security Act (ERISA) and are not discussed elsewhere in this book. Generally, a fringe benefit is a form of non-cash compensation paid to an employee. Fringe benefits provided to employees are taxable unless there is a specifically applicable income tax exclusion. If taxable, the fringe benefits discussed are wages reportable on Form W-2 and are subject to withholding.

The following sections describe some of the more common excludable fringe benefits that might be provided by the typical employer. The list is not exhaustive. Among other things, benefits that could be offered only by employers engaged in a particular line of business (such as reduced tuition for dependents of college and university faculty members) have been omitted.

Attendance policies

December 29th, 2017

Needless to say, a company can’t operate (let alone succeed) if the employees aren’t showing up to work. But how do you ensure that your workforce will consistently report for duty? One good step is having a clear attendance policy. Communicating clearly about what are acceptable reasons to miss work, how these requests should be made, and what does not qualify as an excusable absence can prevent a lot of confusion and make employees more accountable. The key to communicating these guidelines is a well-written and enforced “No-Fault Attendance” policy. This kind of policy may even boost employee morale by minimizing resentment on the part of some employees toward coworkers who suffer no consequences for being chronically absent.

Here is a deeper look at what such a policy should cover.

Bring your own gun

December 29th, 2017

In this topsy turvy world we are living in, employee safety is top of mind for employers. But what do you do when one employee’s safety precautions make other employees feel unsafe? Do firearms have a place in the modern day work place? What has this world become? 

Click here to read more from SHRM.