Typically, when an employee requests leave for family, medical, bereavement or other reasons, their request is legitimate. However, on occasion, some employees may try to take advantage of their leave benefits. So, what can employers do to help prevent this misuse from occurring, and how do they address it if it does occur? Listen in as we cover ways to help prevent and address misuse of leave. We’ll discuss:

• [0:57] Employer and employee trust
• [1:37] Examples of leave misuse
• [2:14] How to address suspected leave misuse
• [3:08] Using proactive policies and procedures
• [4:48] Requiring notice of leave
• [5:31] Seeking documentation
• [7:09] Implementing data analytics
• [8:50] Offering training and considering company culture

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

ICHRAs (individual coverage health reimbursement arrangements) are a relatively new type of health plan that allows employers to offer their employees a tax-free allowance to purchase benefits. While ICHRAs are growing in popularity, many businesses are hazy on the details. Unfortunately, myths and misperceptions about ICHRA could lead a business to dismiss a benefits option that may be right for them. Listen as we debunk:

• [2:46] Myth #1: The marketplace has challenges — ICHRA can’t be good insurance.
• [4:30] Myth #2: A business with no HR department doesn’t have access to enough resources to set up an ICHRA.
• [5:48] Myth #3: It’d be easy for most businesses to administer an ICHRA on their own.
• [7:01] Myth #4: Old HRA models didn’t fit the business before; new ones are probably no different.
• [8:17] Myth #5: Employees will be overwhelmed by the choices in the insurance marketplace.
• [10:25] Myth #6: Employees won’t spend their benefits allowance on health-related expenses.
• [12:01] Myth #7: Switching to an ICHRA will be a pain.

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This is informational only and not intended as tax or legal advice. Should you have questions you should consult with a tax or legal advisor. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

An employee handbook is one of the most important documents an employer can maintain. Why do so many employers consider it essential? We'll cover these reasons, and dive into the ways an employee handbook can help you. Listen in to learn more about:

• [0:57] Formalizing policies
• [1:40] Meeting state and local policy and notice requirements
• [3:24] Supporting the onboarding process
• [4:04] Guiding employment decisions
• [4:31] Reinforcing at-will status
• [6:08] Informing employees if they have questions or concerns
• [7:03] And policies considered must-have for a handbook

Learn more about our RUN Powered by ADP® bundles and how our Employee Handbook Wizard can help you create your employee handbook.

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

Interviews are an important part of the hiring process, helping you gather job-related information that you typically can't find through resumes and applications alone. To be effective, interviewers should prepare and ask the right questions. Candidates for the same job should generally be asked the same set of core questions. Here are six key inquiries to consider for your core interview questions, along with the reasons for asking them — and what to look for in responses. Listen in as we cover the following interview questions:

• [1:00] “What do you like and dislike about your most recent job?”
• [2:21] “How do you approach a task that you find challenging?”
• [2:50] “Can you describe a work disagreement you've had with a colleague or supervisor and how you handled it?”
• [3:25] “Can you tell me about your biggest work accomplishment, how you achieved it, and why you're most proud of it?”
• [3:58] “Can you discuss a time when a client or customer was unhappy with you and how you responded?”
• [4:40] “What is the most important thing we should remember about you when we're making our decision?”

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

The end of the employer-employee relationship is an inevitable part of running a business and requires special care. To help you manage your next employee separation, we address some common misconceptions about the termination process, and help you know the facts. Listen in as we cover:

• [0:43] At-will employment
• [3:11] Final pay timing
• [4:26] Method of final pay
• [5:56] Return of company equipment
• [7:59] Entitlement to unemployment benefits
• [8:37] Recordkeeping post-employment
• [9:40] Pay for unused vacation & sick leave
• [11:18] Exit interviews

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

Open enrollment is the period when employers who offer company-sponsored benefits allow their eligible employees to choose or change their benefits to best meet their needs. Whether you’re offering group health benefits for the first time or are a seasoned employer, these five tips could help your business have a more efficient (and smoother) open enrollment. Listen in as we cover:

• [1:59] Where to begin
• [2:36] Employee input to inform a good benefits strategy
• [3:13] How to help your strategy be current and compliant
• [6:00] What information and data to gather
• [6:52] Identifying ways to improve the process

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

This is informational only and not intended as tax or legal advice. Should you have questions you should consult with a tax or legal advisor. All insurance products will be offered and sold only through Automatic Data Processing Insurance Agency, Inc., its licensed agents or its licensed insurance partners; One ADP Blvd. Roseland, NJ 07068. CA license #0D04044. Licensed in 50 states. Certain services may not be available in all states with all carriers.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

Non-exempt, non-exempt salaried and exempt employee classifications are some of the most misunderstood terms when it comes to the federal Fair Labor Standards Act (FLSA). Unfortunately, misunderstanding these terms and the rules that govern them can result in costly penalties. We’ll go over what employers need to know about these classifications and more. Listen in as we cover:

• [0:52] What are non-exempt employees?
• [1:42] What are non-exempt salaried employees?
• [2:25] Are “salaried” and “exempt” the same?
• [2:57] How to calculate overtime for non-exempt salaried employees
• [4:04] Keeping accurate time records for non-exempt employees
• [5:24] Pay requirements for unauthorized overtime
• [5:56] What are exempt employees?

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP

As the workplace continues to get busier and busier, it’s critical to consider methods to improve efficiency. Today, we're exploring workforce management technology and how it can revolutionize productivity in the workplace. We'll break down this topic to help you understand this area, and the options for your business. Listen in as we cover:

• [0:43] What is workforce management technology
• [1:38] Using process automation to make things efficient
• [2:12] Improving communication and collaboration
• [3:38] How technology can help managers make better decisions
• [4:03] Workforce management technology & benefits to small businesses

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.

Copyright © 2024 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.

Privacy at ADP