HR White Papers
White Papers from leading HR experts provide great insight and research on timely relevant HR topics.
Penalties in the millions are a real possibility. A recent enforcement action has one company handing over a $34.5 million penalty. This action demonstrates how the failure to reveal known increases in risk regarding a company’s ability to reach a vital financial goal can defy the anti-fraud provisions of the Securities Act of 1933. This white paper reviews that action and what final outcome looked like.
A Baker’s Dozen of Project Management Do’s and Don’ts Whether your project is producing the annual department meeting, building a stretch of the Interstate, or creating software for the next Mars rover, the fundamental rules of good project management always apply. Read this white paper and receive project management do’s and don’ts to help your project run smoothly.
Sales and use taxes arise from state law and vary from state to state. Sales and use taxes arise from state law and vary from state to state. A few states – such as New Hampshire and Oregon – have chosen not to impose a general sales or use tax at all. Other states have elected to tax not only sales or rentals of tangible personal property, but also virtually every type of business transaction, including services. Other states fall somewhere in the middle. This white paper reviews software and information services purchases.
If I report my company’s inflated key performance metrics, can I qualify for an SEC whistleblower reward? According to the rules of the SEC Whistleblower Program, when someone discloses information regarding a company’s falsely inflated key performance metrics they are able to qualify for a whistleblower award. The amount of the award can be in the amount of 10%-30% of the sanctions that is collected by the SEC. This white paper reviews enforcement action for inflated key performance metrics.
Recent NLRB memo proves common sense has won again. At least for now. The National Labor Relations Board released a memorandum regarding “Guidance on Handbook Rules Post-Boeing.” While the absence of consistency may be discouraging for corporations, this time around there is some good news in that common sense has appeared to be the victor. This June 2018 memo devotes a new standard to different topics frequently addressed in handbooks or other company policies. This white paper reviews this new guidance and defines three categories of rules.
Cannabis businesses must be cautious when advertising. Cannabis businesses are not exempt from the usual competitive pressure that all businesses face. It’s only a natural next step to invest in an advertising and marketing campaign to establish a business, particularly in a recently expanding industry. This white paper reviews statutory restrictions on advertising and marketing in California that, if not followed, could result in lost time, money and even a business entirely.
You can't control the weather ... but you can plan on it. There may not be a one size fits all answer for knowing how to plan for the weather, but there are a few approaches that can help when planning your critical path method schedule. This white paper reviews these approaches and stresses that the method that works for one project may not work for the next. Mark Nagata is a Director/Shareholder of TRAUNER and is an expert in the areas of critical path method scheduling, delay and inefficiency analysis, and construction claim preparation and evaluation. He loves to get questions at [email protected] Bill Haydt is a Director/Shareholder of TRAUNER and is an expert the areas of construction claims preparation and evaluation, development and review of Critical Path Method (CPM) Schedules, delay analysis, training, and dispute resolution. He can be reached at [email protected]
In a tight talent market where employees have choices about where they commit their time and talent, variable pay is frequently used as a retention, recruitment, and motivation tool. PayScale’s 2018 Compensation Best Practices Report (CBPR) reveals that nearly three-quarters of organizations give some type of variable pay. At a time when increase budgets are tight, organizations are starting to shift their rewards towards variable pay over fixed costs (base salary). Doing so allows them to really shell out the cash for their highest performers, but only if they use the right kinds of variable pay. Download this whitepaper and learn: Variable Pay Types and Options Who Gets It and Why? How To Create a Variable Pay Plan
In today’s highly competitive labor market, it’s not enough to just be competitive internally, you need to be competitive in your market so that you can attract and retain talented employees. Download this eBook and find out how a market-based approach, balanced with internal alignment, will enable more reliable pay grades. Download this eBook and learn: Why market pricing is the most effective approach to job evaluation The smart alternative to traditional compensation consultants How to address the issue of using aged data
The reason behind most bonuses is to share the wealth, however the same bonus can come with consequences. Employees receive bonuses for many reasons beyond the employer simply wanting to reward for a job well done. Employers are able to provide this extra compensation without having to address wage increase benefits. However, there can be some down sides to giving bonuses to employees. This white paper reviews non-discretionary and discretionary bonuses, as well as gifting.