With the Trump administration ramping up immigration enforcement, small businesses must be proactive in ensuring compliance with Form I-9 and E-Verify. This blog breaks down the impact of recent executive orders, best practices for maintaining compliant employment records, and how to prepare for potential ICE audits or workplace raids. We also touch on why H-1B and J-1 visa holders are not the primary focus of these policies. Stay informed, protect your business, and navigate these evolving regulations with confidence. This is not legal advice—consult a professional for specific guidance.

As the Trump administration rolls out new executive orders on immigration, small businesses find themselves at the intersection of compliance and enforcement. Historically, employers have played a critical role in controlling immigration within the U.S. by verifying the legal work status of employees through Form I-9 and E-Verify. With heightened enforcement measures, now is the time for businesse...

Trump’s Executive Orders on DEI: What Small Businesses Need to Know

The recent executive orders issued by President Trump regarding Diversity, Equity, and Inclusion (DEI) programs have sparked significant discussion across industries, including among small business owners. These orders seek to reshape workplace policies by emphasizing merit-based hiring and eliminating what the administration identifies as potential discriminatory practices associated with DEI initiatives.

What the Executive Orders Say

The Trump administration has framed these executive orders as a means to reinforce workplace fairness and opportunity by focusing on hard work, merit, and equality. According to the administration, DEI programs—when implemented improperly—can create division rather than unity and may contribute to workplace discrimination rather than eliminating it. The administration has explicitly stated its intent to strengthen the workplace by ensuring that civil rights laws are properly enforced ...

The Civic Duty of Jury Service: How Employers Can Support Their Teams

By: Reanna Werner, Chief Problem Solver / Founder of HR Branches

Not many countries offer the opportunity to be judged by a jury of peers in criminal or civil cases. In the United States, this process is both a privilege and a responsibility—a cornerstone of our judicial system that ensures fairness and community participation. Recently, I received a jury summons, and it reminded me of this duty to serve my community and country, a duty I take pride in fulfilling. It also brought to light the important role employers play in enabling their team members to participate in jury service without undue burden.

My Experience with Jury Duty

This wasn’t my first rodeo! I’ve served on a jury before, and let me tell you—it was fantastic. The experience provided me with insight into the inner workings of our judicial system, introduced me to the dedicated professionals who safeguard it, and gave me the chance to contribute...

Small business owners, buckle up—there’s a big development in federal labor laws that could directly impact your payroll and compliance strategies. For the second time, the U.S. District Court in Texas has struck down a proposed increase to the minimum salary threshold for exempt employees under the Fair Labor Standards Act (FLSA).

This ruling not only halts the implementation of a new higher threshold, but it also voids the increase to $44,000 that was briefly implemented earlier this year. Let’s unpack what this means for you and your business.

A Quick History of the FLSA Minimum Salary Threshold

The FLSA’s salary threshold determines whether employees qualify as exempt from overtime pay under federal law. To qualify for exemption, employees must meet two primary criteria:

1. They must perform specific job duties that fall under one of the recognized exemptions (executive, administrative, or professional roles).
2. They must earn at least the minimum salary set by federal law.

As the year wraps up, business owners have plenty on their plates—from closing out financials to planning for the year ahead. But one area that shouldn’t be overlooked is end-of-year HR preparation. Taking a few key steps now can help set up your business and employees for a smooth and successful start to the new year. Here’s your checklist to make sure you’re covering all your HR bases.

1. Update Your Employee Handbook

The end of the year is the perfect time to review and update your employee handbook. Policies may need adjustments to reflect changes in labor laws, benefits, or company standards. Reviewing your handbook annually helps ensure it’s accurate, compliant, and ready for distribution. Once updated, be sure to have a lawyer, who specializes in employment laws, review for legal compliance and then share the handbook with employees and have them acknowledge any new changes.

2. Prepare Payroll for the New Year

Get payroll in order to avoid hiccups in the new year. Confirm th...

The Benefits of Hiring Individuals with Criminal Records: A Balanced Perspective

The concept of Fair Chance Hiring has gained significant momentum in recent years, particularly as more businesses and lawmakers recognize the economic and social benefits of integrating individuals with criminal records into the workforce. With nearly 80 million people in the U.S. having an arrest or conviction record, this represents a substantial and often untapped labor pool​. However, while there are clear advantages, it is important to consider both the benefits and the realistic concerns surrounding this practice.

The Business Case for Fair Chance Hiring

One of the strongest arguments for Fair Chance Hiring is the expansion of the talent pool. According to the Colorado Department of Corrections, about 10,000 individuals are released from prison annually in Colorado alone​. Nationally, individuals with criminal records face an unemployment rate of 27%, far higher than the general population​. Yet,...

In the world of Human Resources, particularly within small businesses, one of the more common yet often misunderstood tools is the Non-Disclosure Agreement (NDA). NDAs are essential for protecting sensitive business information, but there's a growing conversation about how—and to whom—they should be applied.

Many small business owners, in an effort to protect their companies, may feel compelled to have every employee sign an NDA. However, applying NDAs too broadly can lead to unintended consequences, including legal risks, decreased employee morale, and the potential violation of workers' rights. This blog will explore why NDAs should be executed only by those with access to true confidential information, and how Human Resources professionals can guide small businesses in making informed decisions about the use of these agreements.

Understanding the Purpose of NDAs in Small Business

The primary function of an NDA is to protect confidential information from being disclosed outside th...

Why Employee Classification Rocks 

Employee classification isn't just about ticking boxes – it's about ensuring everyone's on the right track and playing by the rules. Think of it as the backbone of our company's operations, keeping us in sync with legal requirements and ensuring fairness across the board. 

Employee classification is a critical aspect of HR management that ensures employees are properly categorized based on their job duties, responsibilities, and employment status. Accurate classification helps protect both the company and its employees by ensuring compliance with labor laws, taxation regulations, and other legal requirements. It's vital that everyone involved in the hiring and management process understands the importance of accurate classification and its implications. 

1099 vs. Employee 

We've all heard about the perks of being a contractor, but do you know the difference between a 1099 contractor and a full-fledged employee? Understanding this is crucial to ens...

In today's competitive job market, offering attractive employee benefits is key to attracting and retaining top talent. While health insurance and retirement plans are standard offerings, savvy employers are thinking outside the box to provide unique and cost-effective perks that enhance employee well-being and satisfaction. In this blog, we'll explore three innovative employee benefits—office massages for health, tax preparation for financial peace of mind, and car wash memberships for sanity—and how they can elevate your company's employee experience without breaking the bank.

Health: Office Massages

In today's fast-paced work environment, employees often experience stress and tension that can impact their physical health. Office massages offer a convenient solution to alleviate muscle tension, reduce stress, and improve overall well-being right in the workplace. By partnering with reputable massage therapists like Sacred Space Integrated Therapeutics through HRB, employers can pro...

COMING SOON ON MAY 28, 2024!! Our Revised Harassment Prevention Program HERE

In today's rapidly evolving workplace landscape, fostering a culture of respect, inclusivity, and safety is paramount. Harassment prevention programs play a crucial role in achieving this goal, providing organizations with the tools and resources needed to create a positive work environment for all employees. In this blog post, we'll explore the benefits of harassment prevention programs, discuss when an on-demand program should be used, and promote the benefits of our revised harassment prevention program.

Benefits of Harassment Prevention Programs:

1. Promotes a Positive Workplace Culture: Harassment prevention programs send a clear message that inappropriate behavior will not be tolerated in the workplace. By establishing clear guidelines and expectations, organizations can cultivate a culture of respect and professionalism, where all employees feel valued and supported.
2. Reduces Legal Risks: Implement
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