Here’s a great question that was posed to the HR experts from Compli’s HR Support Center: We want to terminate an employee who doesn’t fit with our culture. Can we do this? Do you foresee any issues? First Things First… First things first, check your policies and any correspondence (like an offer letter) that have […]
The HR Pros from the HR Support Center dropped by today to answer a Quick Q&A. Here’s their Answer: An introductory period is a period of time put in place for an employer and a new employee to evaluate each other and determine if the employment relationship is a good fit. How to Use the […]
Quick Q&A: Why Bother with a Performance Improvement Plan? Can’t We Just Terminate for Poor Performance?
Here’s an important question posed to our experts in the HR Support Center: What is the purpose of a performance improvement plan? Can’t we just terminate employment for poor performance? Their answer… The use of a performance improvement plan (PIP) can help reduce the risk inherent in any termination. A PIP is used to help […]
The HR Pros from the HR Support Center dropped by today to answer a Quick Q&A. Their Answer: First things first, talk to them about why they don’t want to sign the handbook. There may be an easily resolved misunderstanding about what her signature on this document means. If that conversation doesn’t solve the problem, […]
Is an inquiry considered a consumer complaint? How severe does the complaint have to be to log it in your complaint tracking system? The short answer: Everything should be considered a complaint, better safe that sorry! This week, the “A” in our Q&A comes to us courtesy of Michael Benoit and Wendy MIller. Michael Benoit, […]
We’ve all heard a well trained staff equals higher profits and higher productivity. But did you realize that using a CMS for online training can be your best legal defense also? This week, the “A” in our Q&A comes to us courtesy of Patrick Sanders and Kynzie Sims. Patrick Sanders, Of Counsel Smith Amundson Patrick […]
This week’s question addresses what the heck that second A in UDAAP stands for. Q: What does Abusive mean in UDAAP? Mike’s Answer: My initial reaction to that is that it’s a catch-all. If the CFPB doesn’t like what you’re doing, and it doesn’t really fit into the deceptive, or the unfair, abusive is it. […]
We like math problems here. Calculating out this week’s answer could actually save you money. Q: How much more efficient could your business run by automating the driver onboarding process?
Quick Q&A: How Do I Correct an Employee’s FLSA Exemption Status—Without Getting Into the Question of Back Pay?
This week a common but tricky question about employees assumed to be exempt from the Fair Labor Standards Act: Q. If you realize that somebody is misclassified as exempt from minimum wage or overtime pay, how do you communicate their non-exempt status with them—without the employee just saying, ‘Well, you owe me a bunch of […]
This week’s question ponders how to balance audit reporting with staying in compliance with consumer finance laws. Q: In connection with audit reporting, should we include operational risk elements and/or process inefficiencies that could lead to noncompliance with consumer financial laws?