Employment law, along with ensuring compliance with federal and state regulations, are two significant aspects of managing a workforce. They are both also convoluted and can cause an organization a lot of headache if not approached appropriately. Not only are Federal regulations complex and constantly evolving, it’s important to consider that various states have laws that are specific to the workforce in that state. If your organization holds contracts with the federal government there are several additional regulations that need to be monitored. As a leader of an organization, it’s important to have the right team on your side.

According to the 48th Annual Atlas Corporate Relocation Survey released in April of this year, there has been a significant uptick among U.S. companies relocating employees since 2013. With this trend set to continue throughout 2015 and beyond, it is important for your organization to establish a relocation policy. You want a policy that is not only flexible but also takes into account well-known relocation factors to ensure a smooth move for your employees and your organization. If your organization does not have a lot of experience with relocating employees domestically, don't worry, I am providing a list of five considerations you should build into your policy that can help ensure a smooth transition for both candidates and current employees.

I have recently been a part of conducting several HR Compliance and Effectiveness Assessments for our clients and one of the first questions we ask the executives and employees is, “What do you think Human Resources is responsible for?” We ask them to think in general terms and not just what HR is doing at their current organization.

Let’s be honest, Facebook is probably the number one social media site most people will participate in online. Their most recent stats say that they had 936 million daily active users on average for March 2015. For those of us who use it know that it allows you to connect with friends, family, peers, and in general those that “travel in your circle.” So most of us agree that it's a great place to "hang out" online. That said, is it the best place to recruit for talent? Facebook is not known to be a professional social networking site such as LinkedIn. As a recruiter, I have heard arguments for using - and not using - Facebook as a means to recruit and find qualified candidates. Let’s take a little time to examine the Pros and Cons of using Facebook to recruit.

By now you are probably overloaded with all the changes and deadlines that fall under the Affordable Care Act. As we muddle through all these rulings, there always seems to be a new regulation associated with it that we either did not know about or the information is vague. One that recently came to my attention was the fines businesses can incur if they reimburse employees for individual non-group health plans.

Social Media sites like Facebook, Twitter, LinkedIn, YouTube and even Instagram are a part of the modern workplace today. These tools are no longer just for personal use since many people use them in their professional lives as well. In the workplace, social media sites are being used for purposes such as marketing, employer branding, and corporate social responsibility. For instance, recruiters use LinkedIn to find and connect with candidates and sales professionals use it for lead generation. Many employees use Google + for the chat feature to connect instantly with colleagues or conduct industry Hangouts. As HR consultants, we are often asked about the pros and cons of allowing social media in the workplace when developing workplace social media policies.