Free to read, nothing to fill in
Straight answers on staying legal, hiring well, and saying the hard thing kindly, written for shops with five to forty people and nobody whose only job is this.
Hire well and keep people past the 90 day cliff
Thin onboarding is a management problem until the job touches a chemical, a forklift or a time clock. Here is the training federal OSHA requires, when training time is paid, and what an untrained injury can cost a Texas shop.
By HR Pursuit
Handle hard people moments without making them worse
The HR problems a shop of 5 to 40 people meets most, each with a first resolution and the federal or Texas rule underneath, so an owner can tell a management problem from a legal one.
By HR Pursuit
Hire well and keep people past the 90 day cliff
When an owner promotes someone from the crew, overtime status, labor law protection and harassment liability all shift on day one. Here is what changes, what to brief, and a 30 day handoff plan.
By HR Pursuit
Handle hard people moments without making them worse
Complaining about a coworker is not protected by itself in Texas, but complaints about discrimination, group concerns, wages, safety or a workers' comp claim are. Here is how to tell them apart and what to check before you act.
By HR Pursuit
Hire well and keep people past the 90 day cliff
Before posting a job, sort whether you want to hire or need to hire, then check your process is ready: a role scorecard, the same questions for everyone, job related screens and the federal and Texas rules by headcount.
By HR Pursuit
Stay legal without becoming a lawyer
Paying someone a salary does not exempt them from overtime. Here are the three federal tests a salaried Texas employee must pass, and what failing one costs.
By HR Pursuit
Next step
Knowing whether it applies to your people, on your payroll, this week, is the part owners call about.
