Have you ever taken the time to evaluate your leave policy? Do you feel as though you it is costing too much money to pay out employees separating from employment? Well, as an alternative have you considered an unlimited vacation policy? Before you make any swift and quick decisions, let’s weigh out the pros and cons of this option for you and your organization.

As many HR Professionals know, an employee on a leave of absence may be covered by a myriad of laws and regulations. It often feels like a relief when an employee declares that they are ready to return to work. But what if the employee has restrictions on their activity? At Helios, we hear from companies all the time who are unsure whether or not they have to accommodate restrictions. They’re unsure if they can ask for more information and how to filter the information they receive. Understanding your legal obligations is important; and it’s just as important to have an integrated process in place to minimize employee relations and compliance issues.

In recent months, the decriminalization of marijuana in the District of Columbia has been an ever present topic. Up to this point, it’s been a theoretical conversation. Though marijuana is still considered a Schedule One Illegal Drug under the Controlled Substances Act (21 U.S.C. 812), it’s recreational use and possession in D.C. has been decriminalized. As of 12:01 a.m. on Thursday, February 26, 2015, though, the implications became real.

It is hard to believe the Affordable Care Act was enacted over four years ago. Many significant changes took effect in 2014 such as health plan design changes and increased wellness program incentives. Now that 2015 has arrived, additional reforms will be seen by employers sponsoring group health plans. The most significant reform impacting employers is the shared responsibility penalty known as “Play or Pay” rule and related reporting requirements for applicable larger employers. Employers should start preparing their strategy for addressing these compliance changes, including ensuring the 2014 reforms are being kept updated.

As economic cycles go, the last 18 months have been a time of change for any company doing business with the federal government. Budgets have been cut across the board, and it often feels like the government is trying to get the same services for a fraction of the cost. For those of us working in Talent Acquisition or Human Resources, the pressure to do more with less has never been more tremendous.

It’s been said that on the first date, there are two things you don’t discuss: politics and religion. For generations, the same could be said for one topic in the workplace: how much money you make. But now, the Department of Labor is proposing a new rule that would “bar pay secrecy and encourage pay transparency among federal contractors”.