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By James Howe on Wednesday, August 21, 2019
By all accounts, temporary employees have become a critical part of the workforce in many industries. Learn more about how to make the most of your contingent workforce
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Over time, the marketplace will force companies that choose to not become IRS certified PEOs to identify a different strategy
of operations to compete effectively with CPEOs. Read more about the benefits of having the IRS' stamp of approval on your PEO...
You may be rightfully concerned when an employee’s deteriorating health or apparent side effects of medications pose a potential safety hazard in the workplace. So what can you do?
To borrow and shamelessly embellish upon a line from Shakespeare: To curse or not to curse; that is the question. Turns out, the answer is up to you!
An employee approaches the owner of a large retail store to inform her that he has Post Traumatic Stress Disorder (PTSD) which will require time away from work for counseling. During the meeting, the owner doesn’t ask the employee if she can tell other staff members about this health condition nor does the employee specifically grant permission. Under these circumstances, can the owner share this information with others at work?