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employee
LETTING AN EMPLOYEE GO BEFORE THE LAST DAY OF THEIR First, most states will see a resignation as a disqualifying factor with respect to eligibility for unemployment. However, accepting resignation and terminating before the last day stated in that resignation without paying for the entire notice period can sometimes result in the employee’s eligibility for unemployment benefits.Paying out for
WHEN YOUR EMPLOYEE PREFERS UNEMPLOYMENT TO WORK Unemployment is meant for people who can’t work through no fault of their own. Unemployment benefits may be available as a temporary replacement for work when you have lost employment or had your hours reduced at no fault of your own. They are generally not provided when viable work is available but refused. Refusing to work, choosing totake
HOW TO DEAL WITH RUMORS IN THE WORKPLACE Steps should be taken to get to the root of the problem and to take appropriate action, and the entire process should be thoroughly documented for the protection of your business and any potential victims. Holding a meeting about the issue is NOT appropriate, especially if the person in question is flat out excluded from thatmeeting.
POLITICS IN THE WORKPLACE: MANAGING TO PREVENT POLITICAL According to a poll conducted by the Society for Human Resource Management (SHRM) in October of 2019, 56 percent of American workers say that the discussion of political issues has become more common in the last four years, and 42 percent say they’ve experienced political disagreements in the workplace. It is possible for those onopposite
OUTSMARTING THE SMARTWATCH: HR AND SMART DEVICES By definition, a smartwatch is a wearable computing device that’s designed to closely resemble a wristwatch—and with their Bluetooth capability, smartwatches even act as an extension of the user’s phone. Texting is available, as is the internet, email, voice recording, a camera, and many other apps. Between likely losses inproductivity
PREVENTING EMPLOYEES FROM CLOCKING IN EARLY CAN BE If You Prevent Your Employees from Clocking In, You Also Need to Prevent Them from Working. We recently ran a blog post about how automatically clocking your employees out for breaks can leave your business vulnerable to potential employment litigation. But there’s another timekeeping conundrum that affects even more private medical and dental practices across the U.S. — preventing IF YOU WERE GIVEN AN ELEPHANT (AND OTHER INTERVIEW QUESTIONS) So, whether it is an off-the-wall question about elephants, or a behavioral interview question that starts with “tell me about a time,” make sure you are paying attention to what I call, “the things written on the margins.”. These are the things that tell youwhat they
CUSTOMIZED EMPLOYEE HANDBOOKS & HR INSOURCING SUPPORTABOUTSERVICESHR TRAININGCONTACT USCAREERS AT CEDREMPLOYEE HANDBOOKS And more! Our team of employment law experts and attorneys will custom-create and tailor our full range of products just for your industry, your practice and team’s needs, and YOU. To get started, call us at 866-414-6056 or click on the button below. Get Started. ALL IN ONE HR SOLUTION FOR THE CANNABIS INDUSTRY An All-in-One HR Solution for the Cannabis Industry. CEDR HR Solutions builds better workplaces for successful grow ops, dispensaries, and edible artists like you. CEDR offers a total HR compliance solution that includes one-on-one HR guidance, custom-crafted HOW TO AVOID PAYING UNEMPLOYMENT BENEFITS Your employees also need to sign the handbook to acknowledge the policies inside. A big part of the unemployment decision can be how reasonable the judge found the employer’s policies, the employer’s actions, and, of course, the employee’s actions. UI benefits are there for the employee, so the scales are already tilted in theemployee
LETTING AN EMPLOYEE GO BEFORE THE LAST DAY OF THEIR First, most states will see a resignation as a disqualifying factor with respect to eligibility for unemployment. However, accepting resignation and terminating before the last day stated in that resignation without paying for the entire notice period can sometimes result in the employee’s eligibility for unemployment benefits.Paying out for
WHEN YOUR EMPLOYEE PREFERS UNEMPLOYMENT TO WORK Unemployment is meant for people who can’t work through no fault of their own. Unemployment benefits may be available as a temporary replacement for work when you have lost employment or had your hours reduced at no fault of your own. They are generally not provided when viable work is available but refused. Refusing to work, choosing totake
HOW TO DEAL WITH RUMORS IN THE WORKPLACE Steps should be taken to get to the root of the problem and to take appropriate action, and the entire process should be thoroughly documented for the protection of your business and any potential victims. Holding a meeting about the issue is NOT appropriate, especially if the person in question is flat out excluded from thatmeeting.
POLITICS IN THE WORKPLACE: MANAGING TO PREVENT POLITICAL According to a poll conducted by the Society for Human Resource Management (SHRM) in October of 2019, 56 percent of American workers say that the discussion of political issues has become more common in the last four years, and 42 percent say they’ve experienced political disagreements in the workplace. It is possible for those onopposite
OUTSMARTING THE SMARTWATCH: HR AND SMART DEVICES By definition, a smartwatch is a wearable computing device that’s designed to closely resemble a wristwatch—and with their Bluetooth capability, smartwatches even act as an extension of the user’s phone. Texting is available, as is the internet, email, voice recording, a camera, and many other apps. Between likely losses inproductivity
PREVENTING EMPLOYEES FROM CLOCKING IN EARLY CAN BE If You Prevent Your Employees from Clocking In, You Also Need to Prevent Them from Working. We recently ran a blog post about how automatically clocking your employees out for breaks can leave your business vulnerable to potential employment litigation. But there’s another timekeeping conundrum that affects even more private medical and dental practices across the U.S. — preventing IF YOU WERE GIVEN AN ELEPHANT (AND OTHER INTERVIEW QUESTIONS) So, whether it is an off-the-wall question about elephants, or a behavioral interview question that starts with “tell me about a time,” make sure you are paying attention to what I call, “the things written on the margins.”. These are the things that tell youwhat they
PRODUCTS - CEDRSOLUTIONS.COM CEDR is the complete HR solution for private business owners — whether you have 1 employee or 100 (or more!), our handbooks, software, and expert HR services are custom-built to make managing your team and staying compliant easy.GET STARTED
The value of CEDR is not simply in their amazingly thorough office manuals and contracts but in the personal support that you get. With five dental offices to manage andHR SOLUTION CENTER
CEDR Solution Center Advisors are real people with tons of real-world HR experience, SHRM or HRCI certifications and/or law degrees, so you know the advice you get from them is sound. UNEMPLOYMENT ELIGIBILITY EXPANDED UNDER CARES ACT Unemployment Eligibility Expanded Drastically Under the CARES Act The federal government has passed the ‘third phase’ of emergency legislation, called the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”), in response to the present outbreak of coronavirus/COVID-19. THE CEDR HR SOLUTIONS STORY The CEDR story. Our company was founded back in the olden days of 2006 by Paul Edwards, a management expert and now a well-known healthcare-industry speaker, and Douglass Lodmell, one of the nation’s foremost asset protection attorneys. The two of them realized that many medical and dental practice owners and managers hadevery intention of
ALL IN ONE HR SOLUTION FOR THE CANNABIS INDUSTRY An All-in-One HR Solution for the Cannabis Industry. CEDR HR Solutions builds better workplaces for successful grow ops, dispensaries, and edible artists like you. CEDR offers a total HR compliance solution that includes one-on-one HR guidance, custom-craftedEMPLOYEE HANDBOOKS
Your CEDR Employee Handbook is custom-made by the HR experts in our Solution Center. While we work with you on the handbook, you’ll get 1-on-1 support and training to make sure you know how to use it to protect your business and to get the absolute best outcomes whenmanaging your team.
CEDR PAYROLL
Introducing CEDR Payroll – a powerful yet user-friendly solution for your payroll and timekeeping needs. CEDR Payroll does payroll right. Accurate, robust, yet simple to use. INTRODUCING CEDR’S NEW WEBSITE! This post is authored by CEDR Digital Marketing Manager Kyle Lyons. June is an exciting time here at CEDR because it’s our birthday! This June marks 15 years since CEDR was given an EIN by the IRS, or a stork delivered CEDR to the Arizona Secretary of State’s HOW TO AVOID ISSUES WITH YOUR EMPLOYEE MOONLIGHTING POLICY A good, legally compliant moonlighting policy should do the following: Require employees to inform management if they want to seek outside employment. Set an expectation that the employee must first meet the demands of their current job, which may include working overtime or occasionally covering shifts for others. CUSTOMIZED EMPLOYEE HANDBOOKS & HR INSOURCING SUPPORTABOUTSERVICESHR TRAININGCONTACT USCAREERS AT CEDREMPLOYEE HANDBOOKS Customized Policies that Transform Your Team. You want your medical practice and team to work like a well-oiled machine, but sometimes it can feel like all you do is put out HR fires and answer questions instead of focusing on patient care. LETTING AN EMPLOYEE GO BEFORE THE LAST DAY OF THEIR There are a number of factors to consider when letting an employee go after they've submitted a formal resignation. Stay compliant with tipsfrom HR pros.
REMOTE WORK CHECKLIST FOR EMPLOYERS Before You Let Your Employees Work Remote. In light of growing concerns surrounding coronavirus, many businesses are wondering if they will be faced with a decision to send employees home and/or close their doors for a period of time.. One popular idea to address these concerns is to offer remote work (or ‘telework’) options. TOP 10 GOOD POLICIES YOUR EMPLOYEE HANDBOOK SHOULD Top 10 Good Policies Your Employee Handbook SHOULD Include. We’ve been having far too much fun lately creating “top ten” lists. Here’s a countdown of 10 good policies you SHOULD have in yourEmployee Handbook.
WHEN YOUR EMPLOYEE PREFERS UNEMPLOYMENT TO WORK So, Your Employee Wants to Stay on Unemployment. The COVID-19 crisis has stretched on for more than two months and entrepreneurs across America are now looking to reopen their businesses — and the economy, in general. HOW TO DEAL WITH RUMORS IN THE WORKPLACE Rumors in the workplace can be a major source of stress and employee drama. And, if handled the wrong way, they can also create real legaltrouble.
IF YOU WERE GIVEN AN ELEPHANT (AND OTHER INTERVIEW QUESTIONS) Friendly Disclaimer: This information is general in nature and is not intended to provide legal advice or replace individual guidance about a specific issue with an attorney or HR expert. WHAT OPTIONS DO YOU HAVE WHEN AN EMPLOYEE GIVES 2 WEEKS Julie S, as long as your employee is still working for you, you are able to enforce the policies in your workplace’s handbook. This answer assumes that this is an at-will employee, and that you haven’t created any type of contract of employment with them. PREVENTING EMPLOYEES FROM CLOCKING IN EARLY CAN BE RISKY If You Prevent Your Employees from Clocking In, You Also Need to Prevent Them from Working. We recently ran a blog post about how automatically clocking your employees out for breaks can leave your business vulnerable to potential employment litigation. But there’s another timekeeping conundrum that affects even more private medical and dental practices across the U.S. — preventing HOW TO AVOID ISSUES WITH YOUR EMPLOYEE MOONLIGHTING POLICYSEE MORE ONCEDRSOLUTIONS.COM
CUSTOMIZED EMPLOYEE HANDBOOKS & HR INSOURCING SUPPORTABOUTSERVICESHR TRAININGCONTACT USCAREERS AT CEDREMPLOYEE HANDBOOKS Customized Policies that Transform Your Team. You want your medical practice and team to work like a well-oiled machine, but sometimes it can feel like all you do is put out HR fires and answer questions instead of focusing on patient care. LETTING AN EMPLOYEE GO BEFORE THE LAST DAY OF THEIR There are a number of factors to consider when letting an employee go after they've submitted a formal resignation. Stay compliant with tipsfrom HR pros.
REMOTE WORK CHECKLIST FOR EMPLOYERS Before You Let Your Employees Work Remote. In light of growing concerns surrounding coronavirus, many businesses are wondering if they will be faced with a decision to send employees home and/or close their doors for a period of time.. One popular idea to address these concerns is to offer remote work (or ‘telework’) options. TOP 10 GOOD POLICIES YOUR EMPLOYEE HANDBOOK SHOULD Top 10 Good Policies Your Employee Handbook SHOULD Include. We’ve been having far too much fun lately creating “top ten” lists. Here’s a countdown of 10 good policies you SHOULD have in yourEmployee Handbook.
WHEN YOUR EMPLOYEE PREFERS UNEMPLOYMENT TO WORK So, Your Employee Wants to Stay on Unemployment. The COVID-19 crisis has stretched on for more than two months and entrepreneurs across America are now looking to reopen their businesses — and the economy, in general. HOW TO DEAL WITH RUMORS IN THE WORKPLACE Rumors in the workplace can be a major source of stress and employee drama. And, if handled the wrong way, they can also create real legaltrouble.
IF YOU WERE GIVEN AN ELEPHANT (AND OTHER INTERVIEW QUESTIONS) Friendly Disclaimer: This information is general in nature and is not intended to provide legal advice or replace individual guidance about a specific issue with an attorney or HR expert. WHAT OPTIONS DO YOU HAVE WHEN AN EMPLOYEE GIVES 2 WEEKS Julie S, as long as your employee is still working for you, you are able to enforce the policies in your workplace’s handbook. This answer assumes that this is an at-will employee, and that you haven’t created any type of contract of employment with them. PREVENTING EMPLOYEES FROM CLOCKING IN EARLY CAN BE RISKY If You Prevent Your Employees from Clocking In, You Also Need to Prevent Them from Working. We recently ran a blog post about how automatically clocking your employees out for breaks can leave your business vulnerable to potential employment litigation. But there’s another timekeeping conundrum that affects even more private medical and dental practices across the U.S. — preventing HOW TO AVOID ISSUES WITH YOUR EMPLOYEE MOONLIGHTING POLICYSEE MORE ONCEDRSOLUTIONS.COM
PRODUCTS - CEDRSOLUTIONS.COM CEDR is the complete HR solution for private business owners — whether you have 1 employee or 100 (or more!), our handbooks, software, and expert HR services are custom-built to make managing your team and staying compliant easy.GET STARTED
The value of CEDR is not simply in their amazingly thorough office manuals and contracts but in the personal support that you get. With five dental offices to manage andHR SOLUTION CENTER
CEDR Solution Center Advisors are real people with tons of real-world HR experience, SHRM or HRCI certifications and/or law degrees, so you know the advice you get from them is sound.EMPLOYEE HANDBOOKS
Your CEDR Employee Handbook is custom-made by the HR experts in our Solution Center. While we work with you on the handbook, you’ll get 1-on-1 support and training to make sure you know how to use it to protect your business and to get the absolute best outcomes whenmanaging your team.
CEDR PAYROLL
Introducing CEDR Payroll – a powerful yet user-friendly solution for your payroll and timekeeping needs. CEDR Payroll does payroll right. Accurate, robust, yet simple to use. HOW TO AVOID PAYING UNEMPLOYMENT BENEFITS How to Avoid Paying Unemployment After an Employee Is Fired or Quits It’s a question that comes up often in the CEDR Solution Center: If I fire someone for cause, how can I avoid paying their unemployment insurance benefits? The short answer is that you can’t always prevent an employee from receiving unemployment insurance (UI) benefits, regardless of the reason for their separation from HR SOLUTIONS FOR YOUR PRIVATELY OWNED DENTAL PRACTICE- CEDR The CEDR Solution Center is here when you need us, as often as you need us. It’s like having a team of HR ninjas you can deploy at will! You’ll get one-on-one HR guidance, problem-solving, and powerful dental office management tools: our 24/7 Members Area packed with forms, state updates, training and more; HIPAA certification for your whole office; online HR document storage; and INTRODUCING CEDR’S NEW WEBSITE! This post is authored by CEDR Digital Marketing Manager Kyle Lyons. June is an exciting time here at CEDR because it’s our birthday! This June marks 15 years since CEDR was given an EIN by the IRS, or a stork delivered CEDR to the Arizona Secretary of State’s DENTAL OFFICE MANUALS Turn-Key Policies by HR and Employment Law Experts. Whether you have one employee or one hundred, each custom-built CEDR dental office employee handbook provides policies, tools, and the platform you need to solve everyday problems and make your practice run more smoothly. HOW TO DEAL WITH RUMORS IN THE WORKPLACE Rumors in the workplace can be a major source of stress and employee drama. And, if handled the wrong way, they can also create real legaltrouble.
CUSTOMIZED EMPLOYEE HANDBOOKS & HR INSOURCING SUPPORTABOUTSERVICESHR TRAININGCONTACT USCAREERS AT CEDREMPLOYEE HANDBOOKS And more! Our team of employment law experts and attorneys will custom-create and tailor our full range of products just for your industry, your practice and team’s needs, and YOU. To get started, call us at 866-414-6056 or click on the button below. Get Started. HOW TO AVOID PAYING UNEMPLOYMENT BENEFITS Your employees also need to sign the handbook to acknowledge the policies inside. A big part of the unemployment decision can be how reasonable the judge found the employer’s policies, the employer’s actions, and, of course, the employee’s actions. UI benefits are there for the employee, so the scales are already tilted in theemployee
LETTING AN EMPLOYEE GO BEFORE THE LAST DAY OF THEIR First, most states will see a resignation as a disqualifying factor with respect to eligibility for unemployment. However, accepting resignation and terminating before the last day stated in that resignation without paying for the entire notice period can sometimes result in the employee’s eligibility for unemployment benefits.Paying out for
HOW TO DEAL WITH RUMORS IN THE WORKPLACE Steps should be taken to get to the root of the problem and to take appropriate action, and the entire process should be thoroughly documented for the protection of your business and any potential victims. Holding a meeting about the issue is NOT appropriate, especially if the person in question is flat out excluded from thatmeeting.
POLITICS IN THE WORKPLACE: MANAGING TO PREVENT POLITICAL According to a poll conducted by the Society for Human Resource Management (SHRM) in October of 2019, 56 percent of American workers say that the discussion of political issues has become more common in the last four years, and 42 percent say they’ve experienced political disagreements in the workplace. It is possible for those onopposite
PREVENTING EMPLOYEES FROM CLOCKING IN EARLY CAN BE If You Prevent Your Employees from Clocking In, You Also Need to Prevent Them from Working. We recently ran a blog post about how automatically clocking your employees out for breaks can leave your business vulnerable to potential employment litigation. But there’s another timekeeping conundrum that affects even more private medical and dental practices across the U.S. — preventing IS IT OK FOR HEALTHCARE EMPLOYERS TO FIRE EMPLOYEES OVER Consult An HR Expert And get one issue solved, for free! Just give us a few quick details and we’ll get in touch. We’re here to help! PLEASE NOTE: Our HR advisors specialize in providing HR services to owners and operators of private healthcare practices. We therefore cannot provide assistance to non-managerial employees or to employers not involved in the healthcare industry. IF YOU WERE GIVEN AN ELEPHANT (AND OTHER INTERVIEW QUESTIONS) So, whether it is an off-the-wall question about elephants, or a behavioral interview question that starts with “tell me about a time,” make sure you are paying attention to what I call, “the things written on the margins.”. These are the things that tell youwhat they
WHAT OPTIONS DO YOU HAVE WHEN AN EMPLOYEE GIVES 2 WEEKS Julie S, as long as your employee is still working for you, you are able to enforce the policies in your workplace’s handbook. This answer assumes that this is an at-will employee, and that you haven’t created any type of contract of employment with them. HOW EMPLOYERS IN THE HEALTHCARE FIELD CAN RECOGNIZE ANDSEE MORE ONCEDRSOLUTIONS.COM
CUSTOMIZED EMPLOYEE HANDBOOKS & HR INSOURCING SUPPORTABOUTSERVICESHR TRAININGCONTACT USCAREERS AT CEDREMPLOYEE HANDBOOKS And more! Our team of employment law experts and attorneys will custom-create and tailor our full range of products just for your industry, your practice and team’s needs, and YOU. To get started, call us at 866-414-6056 or click on the button below. Get Started. HOW TO AVOID PAYING UNEMPLOYMENT BENEFITS Your employees also need to sign the handbook to acknowledge the policies inside. A big part of the unemployment decision can be how reasonable the judge found the employer’s policies, the employer’s actions, and, of course, the employee’s actions. UI benefits are there for the employee, so the scales are already tilted in theemployee
LETTING AN EMPLOYEE GO BEFORE THE LAST DAY OF THEIR First, most states will see a resignation as a disqualifying factor with respect to eligibility for unemployment. However, accepting resignation and terminating before the last day stated in that resignation without paying for the entire notice period can sometimes result in the employee’s eligibility for unemployment benefits.Paying out for
HOW TO DEAL WITH RUMORS IN THE WORKPLACE Steps should be taken to get to the root of the problem and to take appropriate action, and the entire process should be thoroughly documented for the protection of your business and any potential victims. Holding a meeting about the issue is NOT appropriate, especially if the person in question is flat out excluded from thatmeeting.
POLITICS IN THE WORKPLACE: MANAGING TO PREVENT POLITICAL According to a poll conducted by the Society for Human Resource Management (SHRM) in October of 2019, 56 percent of American workers say that the discussion of political issues has become more common in the last four years, and 42 percent say they’ve experienced political disagreements in the workplace. It is possible for those onopposite
PREVENTING EMPLOYEES FROM CLOCKING IN EARLY CAN BE If You Prevent Your Employees from Clocking In, You Also Need to Prevent Them from Working. We recently ran a blog post about how automatically clocking your employees out for breaks can leave your business vulnerable to potential employment litigation. But there’s another timekeeping conundrum that affects even more private medical and dental practices across the U.S. — preventing IS IT OK FOR HEALTHCARE EMPLOYERS TO FIRE EMPLOYEES OVER Consult An HR Expert And get one issue solved, for free! Just give us a few quick details and we’ll get in touch. We’re here to help! PLEASE NOTE: Our HR advisors specialize in providing HR services to owners and operators of private healthcare practices. We therefore cannot provide assistance to non-managerial employees or to employers not involved in the healthcare industry. IF YOU WERE GIVEN AN ELEPHANT (AND OTHER INTERVIEW QUESTIONS) So, whether it is an off-the-wall question about elephants, or a behavioral interview question that starts with “tell me about a time,” make sure you are paying attention to what I call, “the things written on the margins.”. These are the things that tell youwhat they
WHAT OPTIONS DO YOU HAVE WHEN AN EMPLOYEE GIVES 2 WEEKS Julie S, as long as your employee is still working for you, you are able to enforce the policies in your workplace’s handbook. This answer assumes that this is an at-will employee, and that you haven’t created any type of contract of employment with them. HOW EMPLOYERS IN THE HEALTHCARE FIELD CAN RECOGNIZE ANDSEE MORE ONCEDRSOLUTIONS.COM
ALL IN ONE HR SOLUTION FOR THE CANNABIS INDUSTRY An All-in-One HR Solution for the Cannabis Industry. CEDR HR Solutions builds better workplaces for successful grow ops, dispensaries, and edible artists like you. CEDR offers a total HR compliance solution that includes one-on-one HR guidance, custom-crafted REMOTE WORK CHECKLIST FOR EMPLOYERS 2. Use business-owned devices. Due to the expense, this is potentially the biggest obstacle right off the bat for employers who want to start implementing a remote work policy. Employees working from home should be performing their work on a company-owned computer and, potentially, a company-owned phone, as well (this depends on your systems WHEN YOUR EMPLOYEE PREFERS UNEMPLOYMENT TO WORK Unemployment is meant for people who can’t work through no fault of their own. Unemployment benefits may be available as a temporary replacement for work when you have lost employment or had your hours reduced at no fault of your own. They are generally not provided when viable work is available but refused. Refusing to work, choosing totake
PREVENTING EMPLOYEES FROM CLOCKING IN EARLY CAN BE If You Prevent Your Employees from Clocking In, You Also Need to Prevent Them from Working. We recently ran a blog post about how automatically clocking your employees out for breaks can leave your business vulnerable to potential employment litigation. But there’s another timekeeping conundrum that affects even more private medical and dental practices across the U.S. — preventing WHEN DO YOU HAVE TO PAY EMPLOYEES FOR BREAKS? Paid vs. Unpaid Breaks: The 20-Minute Rule. We know employers across the country are confused about breaks. Maybe an employee has told you that you are required to provide more breaks, or you’ve heard about complicated break laws in the news and are worried one may apply toyou.
THE HAPPY SECRET TO A BETTER WORK LIFE That’s a fascinating, and uplifting, concept to me, not only as an individual and HR expert, but as an employer. Some encouraging statistics: when your brain is more positive (as opposed to negative, neutral, or stressed), you are 31% more productive, 37% better at sales, and (for the doctors out there) 19% faster and more accurate at HOW TO DEAL WITH EMPLOYEES DATING IN THE OFFICE Just in time for Valentine’s Day, CEDR brings you guidance to help you steer clear of (or at least know how to properly handle) love spats in your office. Employers who worry about the repercussions of employees dating or forming romantic relationships should consider protecting themselves with a “Love Contract” — an agreementsigned by
SMELLY SMOKERS & YOUR RIGHTS AS AN EMPLOYER It can upset customers, patients, and coworkers when employees smell like smoke. It often upsets other employees when smokers seem to get extra breaks to support their habit. And, frankly, employees who smoke can cost employers money by taking frequent paid breaks and causing increases in premiums for employer-provided insurance plans. HOW TO AVOID ISSUES WITH YOUR EMPLOYEE MOONLIGHTING POLICY A good, legally compliant moonlighting policy should do the following: Require employees to inform management if they want to seek outside employment. Set an expectation that the employee must first meet the demands of their current job, which may include working overtime or occasionally covering shifts for others. THREE STRIKE EMPLOYEE DISCIPLINE POLICIES DON'T WORK Three-Strike Policies Don’t Hold Up in Practice. Three-strike policies appeal to employers because they seem straightforward and easy to administer. At first glance, they seem to promise a level playing field and clear rules for management and employees alike. Both you and your employee know how many strikes are in their file andunderstand
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CHECK HERE REGULARLY FOR IMPORTANT INFORMATION — 2021 COVID UPDATES AND RESOURCES FOR EMPLOYERS __FREE DOWNLOAD: HOW TO HIRE DIFFERENCE MAKERS DON’T HIRE JUST ANYONE — HIRE “DIFFERENCE MAKERS.” LEARN HOW IN OUR FREE HIRING GUIDE! SELECT YOUR SPECIALTY No two practices or specialties are the same. That’s why every employee handbook and problem we solve is customized just for you. Start by selecting your specialty.*
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AN EMPLOYEE HANDBOOK MADE JUST FOR YOU Have you ever wished for an “easy button” to make managing your team and running your practice feel less complicated or overwhelming? That’s what working with CEDR feels like. First, our employment law experts craft an employee handbook that is individually customized to fit your practice AND complies with all state and federal laws that apply to you. We do all the research, writing and updating so you can focus on what you do best. The end result is a powerful tool that you can use to prevent issues and manage more effectively. Then, we add the icing on the cake: Unlimited HR guidance to make management _easier_.Learn More
CUSTOMIZED POLICIES THAT TRANSFORM YOUR TEAM You want your medical practice and team to work like a well-oiled machine, but sometimes it can feel like all you do is put out HR fires and answer questions instead of focusing on patient care. CEDR can help you get your practice back on track. Our employment law experts will custom-build you an employee handbook packed with powerful and enforceable policies that suit your specific needs and goals, yet also comply with all federal, state and local laws that apply to your practice. Then, we give you unlimited HR support so you can implement your new policies effortlessly and get back to what you do best.Learn More
DON’T SEE YOUR SPECIALTY? If your business is involved with human or animal healthcare, CEDR HR Solutions can help! We have worked with hundreds of doctors in a variety of specialties, including: * Medical Marijuana Dispensary * Veterinarians and veterinary surgeons * Medical spas and estheticians * Urgent Care centers * Plastic surgery clinics * Physical therapists and chiropractors * Optometrists and ophthalmologists* Cardiologists
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Our team of employment law experts and attorneys will custom-create and tailor our full range of products just for your industry, your practice and team’s needs, and YOU. To get started, call us at 866-414-6056 or click on the button below.Get Started
HELLO, DOCTOR!
WE’RE EXCITED TO SPEAK WITH YOU. Getting started is easy – all we need is a little information. We’ll contact you within 1 business day to discuss your needs and answer your questions. Or, if you’d like immediate gratification (and who doesn’t?), give us a call at 866-414-6056.WHY CEDR?
UNLIMITED HR SUPPORT Direct access to HR experts and attorneys with a combined 80+ YEARS OF EXPERIENCE means you never face tough HR or employee issues alone. SAVE TIME, MONEY & SANITY Customized, powerful, and protective policies lower your risks and save you time and money. The end result is priceless: PEACE OF MIND.WE’RE HR NINJAS!
You’ll have experts working behind the scenes to help you PREVENT AND RESOLVE EMPLOYEE ISSUES and keep you up-to-date as laws change. MANAGING MADE SIMPLE Workplace harmony is effortless with proactive solutions and company policies that are fair to employees, yet PROTECT YOUR INTERESTS. See Why Doctors & Office Managers Love Us__ __
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> Keep up the great work. We appreciate the Handbook updates as they> change.
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STEVE BROWN
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> Excellent support so far. Very pleased!!> „
ALLAN MILLER
> “
> I have been very satisfied with the level of support I have received> so far.
> „
ROXENE GASCOIGNE
> “
> The guidance we’ve received for Corrective Action of one > particular employee has been beyond helpful.> „
CHARLES GOODWIN
> “
> I am absolutely thrilled with the services you provide. I am so glad > I found CEDR a year ago.> „
CHRIS DIATTE
> “
> The experience has been very positive. The process has provided me > with a lot of information I was unaware of before.> „
KEENAN DECKER
> “
> CEDR does a great job! Whenever I have encountered an issue and > needed guidance, their team was always quick to respond and advise.> „
DAVID NEUMEISTER
> “
> I so appreciate you all! Best decision to go with CEDR!> „
JENNIFER PARKS
> “
> We certainly appreciate that CEDR has our back in the many ways > employees come and go. Once bitten twice shy. We use the HR Vault > periodically, especially regarding CA law updates we need to…> „
DAVID HOEWISCH
> “
> You guys rock
> „
TREVOR KELLER
> “
> I really enjoy the ease in reviewing and updating my handbook, plus > CEDR’s expert advice> „
STEPHEN DEMARCO
> “
> In a changing work environment from years ago, with different work > ethics and concerns, CEDR has taken a lot of the stress off from my > shoulders with addressing concerns that may come up day…> „
JOHN ROMULUS
> “
> I am receiving the most current information to help me comply with > the law. Hopefully it will prevent suits from being brought or at > least put me in a defensible position> „
MICHAEL KOEHNE
> “
> We had one employee who left and went to work at another practice. > The practice she went to didn’t have policies and procedures for > the office to follow. That same employee came back to…> „
DEBORAH PARR
> “
> I must say your employment hand book has saved me several thousand > dollars in unemployment costs with the State of Texas. Thanks for> you help.
> „
DENNIS BRENDER
> “
> I am so glad I found CEDR for our dental office. Wish I used them > sooner! The entire team at CEDR is friendly, professional and > knowledgeable. I am very happy with CEDR and will…> „
BROOKLYN PEIFER
> “
> CEDR is awesome and is an amazing resource for HIPPA, HIRING, > CORRECTIVE ACTION and other legal concerns.> „
LONNA BERG
> “
> Thank you so much Jennie and CEDR team! You have been the most > helpful group I have ever worked with from any HR Company! I truly > appreciate your professionalism and knowledge of the HR…> „
LESLIE CRAVEN
> “
> I *love* what I learn here at CEDR! Thank you so much for educating > and advising me.> „
DR. MALCOM GEORGE
> “
> Working with CEDR gave me confidence that we have a great product.> „
MINDI REAVIS
EMPLOYEE HANDBOOK FAQS What is an Employee Handbook? Do I Need an Employee Handbook? Can I Write My Handbook Myself? Can I Use an Employee Handbook Template? Why Not Just Hire a Lawyer? Isn’t Having No Handbook Better? Why Should I Pick Custom-made? _Simply put, an employee handbook is the cornerstone of your HR management and compliance strategy. Done correctly, it will make running your practice measurably easier._ A professionally written, legally compliant employee handbook is the single most cost-effective tool your office can have. This is true whether you have 2 employees or 50. When written and implemented properly, your employee handbook is a set of policies that can prevent and resolve disputes and set you and your team up for success. Your office can only be productive if it has clear guidelines that are followed by every member of your team, and those guidelines need to be explained and disseminated to everyone in your practice. One of the primary functions of your employee handbook policies is to set expectations for your team members, bringing all of you onto the same page. The policies in a properly written employee handbook benefit you AND your employees. This makes employee disputes and legal claims much less likely and makes virtually all aspects of your business run moresmoothly.
Read More
Yes! A professionally written employee handbook, kept up to date and in compliance with all state and federal laws that apply to you, is the most powerful document in your practice. IT’S THE GO-TO PROBLEM-SOLVER FOR YOU AND YOUR EMPLOYEES when it comes to office rules, legal compliance, and what to do in day-to-day workplacesituations.
Your employee handbook helps prevent many HR headaches before they ever happen. It’s a common resource for everyone, from your office manager to a new employee on their first day, to handle day-today issues, questions, and problems. With fair rules that are applied consistently, you’ll avoid many of the common dilemmas that cause larger problems down the line. Professionally written employee handbooks also tend to discourage frivolous lawsuits by disgruntled employees and unscrupulous attorneys. The case against an employer becomes much more difficult when there is an updated and legally compliant employee handbook in place—so much so that often it’s simply not worth it for many plaintiffs’ attorneys, with so many easier targets available. In the event an employee does bring a claim against your business, whether that claim is justified or not, your employee handbook serves as powerful evidence that your office makes every effort to treat employees equally and fairly. This can mean the difference between winning and losing a case. Even in the worst-case scenario, the consequences are likely to be far less severe for a business that can provide evidence of _good-faith efforts to follow all applicableemployment laws._
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Self-made or DIY handbooks are very popular with doctors and managers looking to save a few dollars! But just like you wouldn’t recommend that a patient perform his own root canal or appendectomy at home to save money, it is just as dangerous to attempt to write your handbookon your own.
The harsh reality is that doctors are FIVE TIMES more likely to be the target of a complaint from a former or disgruntled employee than a malpractice lawsuit from a patient. And the employee does not even need to have a good case to get you in trouble. All they need is for their lawyer to find A PROBLEMATIC OR ILLEGAL POLICY IN YOUR EMPLOYEEHANDBOOK.
Writing a handbook requires advanced knowledge of federal, state, and even your city’s employment laws, and includes factors such as how many employees you currently have and what industry you’re in. Plus, these complex laws change so frequently—at the rate of dozens per year—that only an HR expert or an attorney with the right focus and experience has the tools (and the time!) to fully comprehend and keepup with everything.
As a practice owner or manager, you already have an impressive skill set and an endless to-do list. You don’t have time to learn to be an attorney. You need someone with specialized knowledge to write your handbook, so it _PROTECTS YOU INSTEAD OF ENDANGERING YOU._Read More
Using a purchased or free employee handbook template sounds like a good alternative to writing one yourself. Unfortunately, many templates are “one-size-fits-all.” They’re made with the lowest common denominator in mind, to cast the widest net. GENERIC OR LOW-QUALITY EMPLOYEE HANDBOOK TEMPLATEScan
obliterate your ability to defend a claim, result in hefty fines or settlements, and cost you tens of thousands of dollars in legal fees. And since hundreds of state and federal employment laws are changed or created during the course of each year, a one-size-fits-all template cannot possibly be kept up to date. (This is even more true in states like California, New York, or some others, where the legal provisions employers must comply with are especially numerous and strict.) Plus, how many employees you have, your industry, and your office culture also matter when it comes to what policies and protections you need to have in place. In order to gain all the benefits and protections available to you as an employer, you need to have an up-to-date employee handbook that’s been professionally written and customized for your business. You also need access to HR experts and employment law consultants who can _keep_ your policies up to date and help you solve tough issues in accordance with those policies. Besides, there’s no substitute for working one-on-one with real people whose knowledge and understandingyou can trust.
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We hear doctors say this all the time: _“I asked my brother’s friend’s cousin, who is an attorney, to write my policies for me,”_ or _“My real estate attorney said he could write myhandbook.”_
But consider this: An attorney’s focus and experience is just as crucial as a dentist’s or doctor’s. Would you let a cardiologist remove your wisdom teeth? A real estate attorney or one who specializes in copyright law may not have the relevant training or experience to write or correctly customize your policies. Their process might even look similar to yours: ask colleagues, make educated guesses, and make liberal use of Google. Not the recipe for a great employee handbook. There IS one important difference between their research and yours: theirs will cost you upwards of $350 an hour! And of course, the next time there’s a law change in your state, you’ll have to pay them again to update the handbook. And the next time. And the next time. If you need guidance on implementing the policies they come up with, there’s likely to be a hefty hourly consultation fee for that aswell.
While there is no replacement for direct legal representation when the situation calls for it, CEDR’s HR support services can help prevent most HR problems from escalating. Between the lawsuit deterrence a well-written employee handbook provides, and the unlimited expert HR support and guidance offered by our Solution Center, we can alleviate the need to have your employment law attorney on speed dial.Read More
Many doctors are told by their attorneys or colleagues that having no handbook is better than having one that requires constant updates. Their argument is, with no handbook, you won’t have outdated policies on record every time employment laws change. In reality, this couldn’t be further from the truth! YOUR HANDBOOK IS OFTEN THE ONLY EVIDENCE of your intention to comply with state and federal laws and to treat all your employees fairly and consistently. It lays out rules that apply to everyone, and shows your commitment to providing employees a safe, fair environment to perform their duties. In addition, by having no handbook, you also don’t have any of the numerous protective policies that are available to you as an employer. These are important because most employment laws are written for the _benefit of the employee, not the employer._ But with the right language, some responsibility can be transferred back to the employee to let you know of issues or problems in your practice. Finally, WHY REACT TO A PROBLEM WHEN YOU CAN PREVENT IT? An employee handbook, together with other tools like a separate Alternative Dispute Resolution Policy, can help you prevent, address, and solve most common issues before they can escalate. After all, the easiest lawsuit to overcome is the one that never happens!Read More
Just like a “one-size-fits-all” business suit would never match the comfort, fit, and utility of one tailored for your body, a generic employee handbook is not as effective as one written specifically for your business. Instead, what you need is a custom handbook that will address all of the following: * YOUR STATE AND CITY. In addition to the many federal laws that you must comply with, each state has hundreds of unique employment laws, and they are often more specific, stricter, and more broadly applicable. And depending on your city/municipality, even more specific rules may apply. * YOUR NUMBER OF EMPLOYEES. Different laws and protections at both the state and federal levels kick in when you reach a certain number of employees. A company with 5 employees needs different policies and procedures than one with 15 employees, 25 employees, or 50+. For those practices who are growing quickly, you must also prepare for reaching the employee number milestones early. Retroactive application is notrecommended.
* YOUR INDUSTRY. Healthcare is a very different industry from transportation, farming, or food service. Your employee handbook needs to take into account specifics and recent changes that apply to yourfield.
* YOUR OFFICE CULTURE. Just like a fingerprint, there is no other practice quite like yours in the world. You need something tailored to your business’ values and goals to get the greatest benefit from your employee handbook. Combined, it’s clear that a one-size-fits-all solution can’t address all these areas properly for everyone. Something, somewhere, will be missed. And correctly merging your unique office culture with the policies and protections you need takes legal and HR expertise. That’s what CEDR is for—to make sure you get what you want, while still getting what you need.Read More
LATEST EMPLOYMENT LAW UPDATESPrevious
WASHINGTON
Effective January 1, 2021 Starting next year, Washington is increasing the minimum salary employers are required to pay exempt employees and the amount will increase annually thereafter.CONNECTICUT
January 1, 2021
All Connecticut employers need to take action now to prepare for the new Paid Family & Medical Leave (PFML) benefit. �By January 1, 2021, employers should be prepared to make payroll tax deductions under the law. Read this update for more information on the law and the requireddeductions. �
CALIFORNIA
January 1, 2021
California has adopted new COVID-19 notice and reporting requirements that all employers in the state should be aware of. Read this update for more information on the law and what CEDR is doing to help youcomply.
MISSOURI
January 1, 2021
The city of St. Louis, Missouri has a new law restricting employers from using criminal history information in making hiring and promotional decisions.CALIFORNIA
January 1, 2021
California made important changes to the California Family Rights Act (CFRA) that all California employers need to be aware of. Effective January 1, 2021, employers with 5 or more employees will be required to provide eligible employees with 12 weeks of protected family and medical leave.� Read this update to learn more about CFRA and required changes to your CEDR employee handbook.COLORADO
January 1, 2021
Colorado�has enacted a statewide paid sick leave law. Effective January 1, 2021, employers with at least 16 employees will have to provide 48 hours of paid sick leave per year. Smaller employers have until 2022 to comply with the law. CEDR is monitoring state guidance and will be in touch with you about updating your policies.MASSACHUSETTS
January 1, 2021
Effective January 1, 2021, employees can start accessing benefits under the Massachusetts� Paid Family and Medical Leave program. Read this update for more information on this important law and how CEDR will be updating your employee handbook to ensure compliance.PENNSYLVANIA
Effective Now
Philadelphia passed a new COVID-19 paid sick leave law that essentially stops employers from using the Families First Coronavirus Response Act (FFCRA) healthcare provider exemption for employees who request emergency paid sick leave.MARYLAND
Effective Now
Maryland passed three important new anti-discrimination laws related to natural hair/hairstyles, facial recognition services and wage discussions. Read this state update for detailed information on eachnew law.
IOWA
Effective Now
Waterloo, Iowa has passed a law prohibiting employers with 15 or more employees from asking about an applicant's criminal history.MAINE
January 1, 2021
Maine's earned employee leave law, which allows employees to take time off for any reason, goes into effect at the beginning of next year. Read this update for important information about the details of the law and mandatory changes to your paid time off policy.CONNECTICUT
January 1, 2021
Sexual Harassment Training Deadline Extended - Last year, Connecticut passed into law the �Time�s Up Act" which requires all employers to provide sexual harassment training to by October 1, 2020. If your business has been unable to meet that deadline due to the business impact of COVID-19, the state has granted you an extension untilJanuary 1, 2021.
PENNSYLVANIA
Effective Immediately Philadelphia passed an unprecedented new ordinance that requires health care employers to reimburse employees who contract COVID-19 for all their lost wages and medical expenses. Read this update for more details on this important new law!NEW YORK
January 1, 2021
New York has enacted a statewide paid sick leave law that will require all employers to provide sick leave benefits to their employees. CEDR is monitoring state guidance and will be updating your policies in thecoming months.
GEORGIA
Effective Now
A new Georgia state law gives employees the right to take lactation breaks in the workplace as PAID BREAK TIME.�WASHINGTON
Effective January 1, 2021 Starting next year, Washington is increasing the minimum salary employers are required to pay exempt employees and the amount will increase annually thereafter.CONNECTICUT
January 1, 2021
All Connecticut employers need to take action now to prepare for the new Paid Family & Medical Leave (PFML) benefit. �By January 1, 2021, employers should be prepared to make payroll tax deductions under the law. Read this update for more information on the law and the requireddeductions. �
CALIFORNIA
January 1, 2021
California has adopted new COVID-19 notice and reporting requirements that all employers in the state should be aware of. Read this update for more information on the law and what CEDR is doing to help youcomply.
MISSOURI
January 1, 2021
The city of St. Louis, Missouri has a new law restricting employers from using criminal history information in making hiring and promotional decisions.CALIFORNIA
January 1, 2021
California made important changes to the California Family Rights Act (CFRA) that all California employers need to be aware of. Effective January 1, 2021, employers with 5 or more employees will be required to provide eligible employees with 12 weeks of protected family and medical leave.� Read this update to learn more about CFRA and required changes to your CEDR employee handbook.COLORADO
January 1, 2021
Colorado�has enacted a statewide paid sick leave law. Effective January 1, 2021, employers with at least 16 employees will have to provide 48 hours of paid sick leave per year. Smaller employers have until 2022 to comply with the law. CEDR is monitoring state guidance and will be in touch with you about updating your policies.MASSACHUSETTS
January 1, 2021
Effective January 1, 2021, employees can start accessing benefits under the Massachusetts� Paid Family and Medical Leave program. Read this update for more information on this important law and how CEDR will be updating your employee handbook to ensure compliance.PENNSYLVANIA
Effective Now
Philadelphia passed a new COVID-19 paid sick leave law that essentially stops employers from using the Families First Coronavirus Response Act (FFCRA) healthcare provider exemption for employees who request emergency paid sick leave.MARYLAND
Effective Now
Maryland passed three important new anti-discrimination laws related to natural hair/hairstyles, facial recognition services and wage discussions. Read this state update for detailed information on eachnew law.
IOWA
Effective Now
Waterloo, Iowa has passed a law prohibiting employers with 15 or more employees from asking about an applicant's criminal history.MAINE
January 1, 2021
Maine's earned employee leave law, which allows employees to take time off for any reason, goes into effect at the beginning of next year. Read this update for important information about the details of the law and mandatory changes to your paid time off policy.CONNECTICUT
January 1, 2021
Sexual Harassment Training Deadline Extended - Last year, Connecticut passed into law the �Time�s Up Act" which requires all employers to provide sexual harassment training to by October 1, 2020. If your business has been unable to meet that deadline due to the business impact of COVID-19, the state has granted you an extension untilJanuary 1, 2021.
PENNSYLVANIA
Effective Immediately Philadelphia passed an unprecedented new ordinance that requires health care employers to reimburse employees who contract COVID-19 for all their lost wages and medical expenses. Read this update for more details on this important new law!NEW YORK
January 1, 2021
New York has enacted a statewide paid sick leave law that will require all employers to provide sick leave benefits to their employees. CEDR is monitoring state guidance and will be updating your policies in thecoming months.
GEORGIA
Effective Now
A new Georgia state law gives employees the right to take lactation breaks in the workplace as PAID BREAK TIME.�WASHINGTON
Effective January 1, 2021 Starting next year, Washington is increasing the minimum salary employers are required to pay exempt employees and the amount will increase annually thereafter.Next
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