Breaking HR News

DOL Announces New Overtime Rule's Release Date

Read now

HR Calendar

12/06

Webinar: Building High Growth Talent in 2019

Register Now

This Month’s HRreads

Big Magic: Creative Living Beyond Fear
By Elizabeth Gilbert

Join the discussion

HR

Should HR Be Friends With Employees?

The HR function is inherently human. When working on employee benefits, payroll, and talent management, you’re bound to touch on several personal points that employees may not otherwise share with coworkers. It can be hard to avoid a more personal relationship with employees who confide in you. However, it is important to be aware of the boundaries that separate HR from any other type of employee friendship.

Death and Taxes: Processing a Deceased Employee’s Final Check

We’ve all heard the old saying about death and taxes. But going further, what are the tax implications of death?

There’s no denying the emotional toll when we lose a loved one or colleague. But even in death, payroll still needs to be processed. We'll break down the common scenarios that might occur when an employee passes. 

Stay Updated

Get the latest news from Namely about HR, payroll, and benefits.

New Jersey Paid Sick Leave Law Set to Take Effect

On October 29, the state of New Jersey will usher in a new mandate requiring most employers across the state to provide paid sick days to employees. Gov. Phil Murphy signed the act into law on May 2, making New Jersey the tenth state to implement mandatory paid sick leave. With the law taking effect in just a few days, here’s what you need to know to be prepared.

The HR Guide to Employee Jury Duty Leave

Whether you view jury duty as an honorable civic duty or an inconvenience, odds are you’ll find a summons in your mailbox at some point. But sometimes a “speedy trial” isn’t so speedy. If selected as a juror, your obligation could last anywhere from a few days to a few months, which means missing work.

How to Handle Mis-Hires

Hiring a new employee is a major investment in terms of time, money, and resources. You want to bring in the optimal person who can ramp up as quickly as possible—especially considering the cost of a bad hire can be as much as $240,000. Though you can always optimize your talent acquisition strategy, the reality is that you can’t always identify a bad hire in your interview process. In fact, 74 percent of employers have admitted to making a bad hire.

Stay Updated

Get the latest news from Namely about HR, payroll, and benefits.