But here’s a plan for making sure you have the labor you need, whether you’re a health-care facility, a nursing home, a high-tech enterprise or in the agriculture, hotel and hospitality sectors.

• How to give constructive feedback to employees that will highlight their strengths and areas that need improvement.
• Set new goals and evaluate past ones while outlining and checking in on measurable benchmarks along the way.
• Identify areas where improvement is needed and develop a plan for correction.
• Promote open and effective communication between managers and employees.
• Develop a written record in cases of employee performance issues that need correction.
• How to use performance reviews to help identify employees with high potential for leadership or advancement in the organization.
• Shift responsibility for improvement away from the organization and back to the employee (where it rightfully belongs!).
• Give employees the ability to take ownership of their performance improvement.
• Avoid the common mistakes employers make with their discipline policies and follow-through.
• Discover how to use discipline documents as a means to minimize or eliminate performance, behavior and attendance problems.

You are unauthorized to view this page. Login

For many years, when DHS issued Employment Authorization Documents, many were valid for a five-year period. But effective Dec. 4, the valid period has changed to just 18 months.

Consider this scenario, another in a long line of examples showcasing why FMLA intermittent leave poses a major headache for employers but is a law with which they must comply.

Late last year, Congressional Democrats introduced the Fair Warning Act. If enacted, it would radically overhaul WARN, covering more employers and smaller layoffs.

• Identify the key elements of an effective investigation. Understand the core components of a thorough investigation and when it’s necessary to launch one.
• Set up the investigation correctly from the start. Learn the steps to a structured investigation, including documenting the complaint and assigning the right investigator.
• Follow a clear interview process. Interviewing is at the heart of the investigation, so learn how to set the stage, ask clear questions and document specific details.
• Interview the key players. These include the complainant, witnesses and respondent—interviewing all parties is crucial.
• Safeguard against retaliation claims. To avoid retaliation claims, ensure corrective action has been taken and that you followed up with the complainant.

An employee was injured on the job and must be out for surgery as a result of that injury. He is receiving the surgery and paid time off under our workers’ compensation policy. Can we run his FMLA leave concurrent with his workers’ comp leave and make him use his paid time off as part of his FMLA leave?

The legislature is considering amending the law to clarify that it doesn’t cover tuition reimbursement agreements for college or credentialing classes that the employee can use independently or with another employer.

Salary budgets may no longer be climbing, but they are far from operating on autopilot. New survey data shows employers entering 2026 with greater confidence in their pay planning, shifting away from reactive increases and toward more deliberate compensation strategies focused on performance, retention and internal equity.