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FLSA & Compensation
Employee Classification
Employee Files & Forms
HR 101 Course
Learn from highly-trained Paychex HR professionals through videos, resource materials, self-assessments, and stories of real-world HR situations and their solutions.
You’ll gain knowledge of important topics, including:
Welcome to
H R 1 0 1 .
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Interviewing, Selecting & Onboarding Employees
Documenting Paid Time Off Policies
Employee Discipline & Termination
Topics covered are:
Interviewing, Selecting, & Onboarding Employees
Employee Forms & Files
4 Employee Discipline & Termination
3 FLSA & Compensation
2 Employee Classification
1 Employee Files & Forms
Topics
6 Interviewing & Selecting Employees
5 Documenting Paid Time Off Policies
Make the most of your HR 101 experience. Follow along in order or use this page to choose the topics that interest you most.
INCORRECT
Helping job candidates clearly understand the requirements of your available position may help reduce the number of irrelevant applications and resumes you receive. Paychex HR professionals can provide you with best practices to attract candidates who are right for the position and your business.
Clear job descriptions
View and save these materials for more in-depth information about this important HR 101 topic.
Course Materials
Find out which forms you need to keep and how to file them to help protect your business from compliance issues.
Let your employee know what they did wrong and how it affected the project.
Download checklist
Test Your Skills
View Real-World story
Test your skills
Which is the best system for filing employee forms?
Watch REal Case study Video
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Employee forms & files
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Interviewing & selecting employees
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Preparing for Performance Reviews and Salary Negotiations
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Hiring the Right Employees and Interviewing
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Being an Inclusive Leader
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Growing as a Manager
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In this short video, you’ll learn about a real situation related to Employee Forms & Files and how a Paychex HR professional helped the business improve.
Jessica Hubbard-Davis, PHR, SHRM-CP Paychex HR Consultant
Congratulations, you’ve completed HR 101
You’re well on your way to mastering the complex, changing world of human resources. Take the next step by joining our HR Leadership course, and learn how you can simplify HR with help from your own dedicated Paychex HR professional. Want to review the topics we’ve just covered? Let’s go back to the beginning, then you can jump to any topic for another look.
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Learn More about HR Solutions
TOPIC1
1. Employee Files & Forms
ADDITIONAL RESOURCES
2. Employee Classification
Defend you Business against a DOL Wage and Hour Audit
3. FLSA & Compensation
FLSA Misconceptions: An FAQ for Employers
Download Whitepaper: The Complete Guide to Paying Your Employees
4. Employee DISCIPLINE & TERMINATION
Termination of Employment: An Essential Checklist
5. documenting paid time off policies
5 Steps to Creating a Paid Time Off Policy
6. Interviewing, selecting & onboarding employees
Watch Webinar: Recruiting and Retaining Top Talent By Becoming An Employer of Choice
How You Can Streamline the New Employee Onboarding Process
Thorough, compliant interviewing
Interviewing job candidates isn’t as simple as it may seem. There are certain questions that you shouldn’t ask based on employment laws and regulations, and there are also best practices for the questions you should ask in order to determine the best candidate for the position. Paychex HR professionals know the laws and the tips that can help you find your next productive employee.
Smooth onboarding
Your new hire’s first impression of your business can have an effect on their morale, their productivity, and even whether they’re likely to leave for a position at another company. Paychex HR professionals know the best practices for creating a warm, welcoming, and efficient onboarding process, so your new employees are ready and excited to start working for your business..
Separate, secure personnel folders containing required employment and health information
That’s Right!
While filing employees’ paperwork all together in one place, or keeping only the most commonly referenced forms close at hand may seem more convenient, the best way to help stay compliant with HIPAA (Health Insurance Portability and Accountability Act of 1996) and other regulations is to file employees’ health information separately from the rest of their files in a different, secure, location.
next: Employee classification
A. Separate, secure personnel folders containing required employment and health information
next: Employee Classification
Maintaining all of your employees’ paperwork in a single file or location
Quick filing system with access to some, but not all, required employee forms
B)
A)
C)
THE CORRECT ANSWER IS:
Download Whitepaper: The Most Important Steps of Employee Discipline and Termination
The Family and Medical Leave Act: Your Questions Answered
Employment Taxes 101: An Owner's Guide to Payroll Taxes
Independent Contractor vs. Employee
Form W-4 Basics and recent Changes Under Tax Reform
Margie Bassford, MS, PHR, SHRM-CP
Paychex HR Consultant
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Employee Forms & Filing
FLSA and Compensation
Employee Discipline and Termination
DOCUMENTING PAID TIME OFF POLICIES
LEARN MORE ABOUT HR Solutions
View and save these materials for more in-depth information about this HR 101 topic.
Let’s talk about how to hire the right candidate and set up your new employees — and your business — for success.
Test Your SkillS
Which of the following points to a worker being an employee?
In this short video, you’ll learn about a real situation related to Employee Classification and how a Paychex HR professional helped the business improve.
Jennifer R. Schedlin MS, SPHR, SHRM SCP Paychex HR Consultant
LEARN MORE ABOUT HR SERVICES
TOPIC2
Provides their own tools and resources
This is one of the signs a worker is an employee. If the work is directed by the business — but not how it should be completed — then the worker would be classified as an independent contractor. A worker could also be considered an employee if they’re trained by an employer and are eligible for benefits, among other distinctions.
next: FLSA and Compensation
B. Their work is directed and controlled by the business, including when, where, and how
Their work is directed and controlled by the business, including when, where, and how
There is a start and end date to the work being performed
Determine how to properly classify workers in order to stay compliant and simplify compensation practices.
Which is a situation where you must pay an employee overtime wages?
In this short video, you’ll learn about a real situation related to this FLSA & Compensation and how a Paychex HR professional helped the business improve.
Heather E. Pulver, BS Human Resources Coach, HR Services
learn more about hr services
Learn more about Hr solutions
TOPIC3
When a worker stays past 5:00 on a weekday, or comes in on a weekend?
Overtime has less to do with when the workday ends, or an employee’s personal expectations for their worker’s hours, than it has to do with the traditional 40-hour workweek. A workweek is any seven-day timespan defined by the employer — it doesn’t need to start on Monday. Non-exempt employees qualify for overtime pay when they work more than 40 hours during that time, possibly including travel, training, waiting, or being on-call. Vacation, holidays, sick time, and other approved paid time off may not need to count toward hours worked.
next: Employee Discipline and Termination
B. When a non-exempt employee works more than 40-hours in a workweek
When a non-exempt employee works more than 40-hours in a workweek
If an employee stays longer than the amount of hours they’re typically at work
Understand the complex process of compensating your employees and paying taxes to avoid costly mistakes.
What is the ideal order of progressive disciplinary actions?
In this short video, you’ll learn about a real situation related to Employee Discipline & Termination and how a Paychex HR professional helped the business improve.
TOPIC4
Verbal, written, suspension, final warning, termination
Increasing in severity from a spoken conversation to documentation, a final warning, and then, if necessary, suspension and finally termination, these steps are designed to alter an employee’s behavior and improve their performance through specific feedback or additional training. It’s best to take action when becoming aware of an issue or when policies have been violated. Progressive discipline can also help create an important paper trail of documentation, which is critical if an employee files a wrongful termination or discrimination claim.
next: Documenting Paid Time Off Policies
C. Verbal, written, final warning, suspension, termination
Written, verbal, suspension, final warning, termination
Verbal, written, final warning, suspension, termination
Learn how to effectively provide instruction, direction, discipline, and when needed, address termination.
Which is a requirement for an employee to take advantage of the Family and Medical Leave Act, or FMLA?
In this short video, you’ll learn about a real situation related to Paid Time Off Policies and how a Paychex HR professional helped the business improve.
TOPIC5
Must be enrolled in their employer’s qualified high-deductible health plan
That many hours worked during a year translates to slightly less than five hours per working day, not counting mandated breaks or paid time off. Health plans have nothing to do with eligibility for FMLA leave, and employees are eligible if they work for a business with 50 or more employees within 75 miles.
Interviewing, Selecting, and Onboarding Employees
C. Worked at least 1,250 hours in the last 12 months
next: Interviewing, Selecting, and Onboarding Employees
Works for an employer with at least 20 employees
Worked at least 1,250 hours in the last 12 months
Minimize your risk for compliance violations by understanding job-protected leaves of absence.
Which of the following is more important to a successful onboarding process?
classifying Employees
In this short video, you’ll learn about a real situation related to Interviewing, Selecting, & Onboarding Employees and how a Paychex HR professional helped the business improve.
TOPIC6
Completing all new-hire paperwork before day one
While getting the paperwork out of the way early would be nice, it’s not imperative for a successful onboarding process. And a multi-hour meeting can make your new employees’ first impression of your business one of drudgery and boredom. What’s really important is ensuring new hires have the guidance and training necessary to help them understand their jobs, what’s expected of them, and how to accomplish important tasks.
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B. Specialized training and a support structure
While getting the paperwork out of the way early would be nice, it's not imperative for a successful onboarding process. And a multi-hour meeting can make your new employees' first impression of your business one of drudgery and boredom. What's really important is ensuring new hires have the guidance and training necessary to help them understand their jobs, what's expected of them, and how to accomplish important tasks.
B. Specialized Training and a support structure
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Specialized training and a support structure
Conducting a full-day orientation meeting on day one
Create a plan for hiring the right candidate in order to set your business up for long-term success.
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Congratulations!
You’ve completed the HR 101 Course!
By now, you should be feeling pretty good about your new role – ready to fly through the door come Monday morning. Need another refresher? Jump back into the course to take a second look.
