Human Resources

Find answers here to some of the most frequently asked questions that nonprofits have about the Adffordable Care Act. (National Council of Nonprofits)

The Handy Reference Guide to the Fair Labor Standards Act in addition to the guidelines on Wages and the Fair Labor Standards Act includes an overview of the FLSA and explanations of minimum wage, overtime pay, recordkeeping, and child labor. (US Department of Labor)

Nonprofit Fraud: Tips for Spotting and Preventing It - "Thankfully, whether your nonprofit organization is large or small, there are steps you can take to reduce the risk of fraud and to detect it if it occurs. In fact, some of the most effective anti-fraud controls are the least expensive to implement.

Fact Sheet #17A: Exemption for Executive, Administrative, Professional, Computer & Outside Sales Employees Under the Fair Labor Standards Act - "The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek. [...] Job titles do not determine exempt status.

Business Move Checklist is a thorough checklist of everything you need to do to move your organization to a new location or facility, starting three months out from the move date. (Hughes Marino)

Managing the Risk of Insider Theft - One of the most difficult risks to assess and address in a nonprofit is the possibility of theft of financial and other assets by insiders—the people the nonprofit depends on to achieve its mission. One starting point for preventing workplace theft is understanding why and how people steal from their employers. (Nonprofit Risk Management Center)

A sample Independent Contractor Agreement you may adapt for your organization. (Blood Systems, Inc.)

Sample Independent Contractor Agreement

Misclassification of employees as independent contractors is found in an increasing number of workplaces in the United States, in part reflecting larger restructuring of business organizations. When employers improperly classify employees as independent contractors, the employees may not receive important workplace protections such as the minimum wage, overtime compensation, unemployment insurance, and workers’ compensation. (U.S. Department of Labor)

Employer's Supplemental Tax Guide (Publication 15-A) offers guidance on classification of employees, compensation, tax withholding, and related matters. (IRS)

Classifying Employees Correctly as either an independent contractor or employee and then as an exempt or non-exempt employee is critical for avoiding costly legal fees, penalties, and back owed overtime wages plus back taxes. (National Council of Nonprofits)