HR Compliance

When something goes wrong in your workplace, the instinct is often: “We need a lawyer.” And sometimes, that’s the right move. But here’s what most business owners don’t realize: Most workplace problems don’t start as lawsuits. They start as: Undocumented conversations Inconsistent discipline Vague or unenforced policies Reactive leadership decisions That’s not a legal problem. That’s an HR problem, and HR problems are significantly more affordable to fix early. The Financial

If you own or manage a business, it’s tempting to handle employee issues quickly...especially when things feel urgent. A short text. A fast email. A quick message to "get it off your plate." But here’s the reality: some HR-related messages should never be sent casually to an employee. Not because you’re doing anything wrong, but because the format alone  can create risk, confusion, or liability. This is where intentional HR guidance saves businesses money, time, and stress. W

(Real examples + HR best practices for employers across the United States) Let’s get something straight: No one wants  federal agents showing up at their workplace, especially not unexpectedly. But it happens, and how you respond can protect your business, your employees, and your team’s morale. Whether it’s an I‑9 audit, a compliance review, or an enforcement action, ICE visits are not business as usual. Acting unprepared can expose you to penalties, operational disruption,

Let’s clear something up right away: Employee handbooks are not just for big companies with HR departments, legal teams, and 100+ employees. If you have one employee (or even plans to hire your first one), you need a handbook. Not because you’re corporate. Not because you want to be “formal.” But because a handbook protects your business and  helps your employees feel supported, clear, and confident at work. And in 2026? An outdated handbook can quietly cause more damage than

Let’s say the quiet part out loud. Most terminations are justified. Performance issues. Attendance problems. Policy violations. Culture problems... But here’s the issue we see constantly: A justified termination can still create a legal problem. Not because the decision was wrong, but because of how  it was handled. Where Employers Go Wrong (Even With Good Intentions) 1. “We Didn’t Document It Because We Didn’t Want to Escalate” This one is incredibly common. Employers avoid

(AKA the Earned Sick Time Act — and why it causes so many headaches) This month in HR…We’ve had a lot  of conversations that start with: “Wait… we already have PTO. Do we still have to do ESTA?” Short answer: Probably, yes. Long answer: This law is confusing on purpose. And if you’re unsure how Earned Sick Time actually works, you’re in very good company. The Trend We’re Seeing Employers are trying to: • Simplify time-off policies • Combine PTO, sick time, and vacation • Stay

Yes, really. And yes, they’re probably in your handbook right now. Let’s get real for a second. Most employee handbooks were: Copied from the internet Borrowed from another company Written years ago “Set and forgotten” And unfortunately… that’s exactly how businesses get sued. If your handbook hasn’t been updated recently (or ever), these are the top 3 policies we see that create the biggest legal risk, especially for small businesses. 1. Your Attendance Policy The most commo

If HR deadlines and employee engagement ideas tend to sneak up on you, you’re not alone. Between payroll, compliance, benefits, and keeping your team motivated, HR can quickly turn into a game of whack-a-mole. At AlphaDog HR, we see this every day, and that’s exactly why we created a 2026 HR Compliance & Engagement Calendar to help employers stay organized, proactive, and stress-free all year long. Why HR Planning Can’t Be Last-Minute HR isn’t something you can “catch up on

Because someone has to close out the year, and it doesn’t have to be chaotic. A no-panic checklist for payroll, benefits, compliance, and performance reviews. If you’re a business owner thinking: “Wait… how is it already the end of the year?” You’re not alone. Year-end HR tasks have a way of sneaking up on even the most organized teams, and missing something can mean payroll issues, compliance headaches, or starting the new year already behind. Good news: this guide breaks it

New year, new wage laws! Michigan is kicking off the new year with a wage update that all employers, from small businesses to large organizations, need to prepare for. At AlphaDog HR, we’re here to break it down in a way that’s simple, compliant, and stress-free.  What’s Changing on January 1, 2026?   Michigan’s minimum wage will officially increase to $13.73/hour beginning January 1, 2026 .  Here’s what you need to know:  This increase is part of the state’s approved schedu