All posts by stu

Accommodation, Employee Policies, HR Compliance, Reasonable Accomodation, Religion, Social Media

Can an Employee Be Fired for Posting Bible Verses on Personal Social Media?

According to a recent lawsuit filed by the Equal Employment Opportunity Commission (EEOC), the answer is “No”. In the July EEOC lawsuit, Crystal Ridge Ski Area, LLC, doing business as “The Rock Snowpark”, a winter sports park and summer events venue near Milwaukee, Wisconsin, violated federal law when it terminated a lift operations manager because of his religion.

According to the lawsuit, the Rock Snowpark fired a Christian employee, because of his religious beliefs, in violation of federal law. The EEOC alleges that the employee frequently posted Bible verses and faith-based messages on his personal social media account. Although his posts made no mention of the workplace or coworkers, his supervisor told him to refrain from posting them. After confirming with the supervisor that he could continue sharing scripture, the employee was fired three days later for posting another Bible verse. The Acting Chair of the EEOC stated that employees have the right to earn a living free from discrimination based on their religious beliefs.

The law requires an employer to reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause a burden that is substantial in the overall context of the employer’s business taking into account all relevant factors, including the particular accommodation at issue and its practical impact in light of the nature, size, and operating cost of the employer. Read the EEOC Guidance to Employers on religious accommodation in the workplace.

This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion. Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.

Consultstu Team, Employee Handbook, HR Compliance, HR software, Human Resources

New Florida Business? Here Are the HR Documents You Need on Day One

Starting a new business in Florida is an exciting journey, but it comes with important responsibilities – especially when it comes to human resources (HR). Whether you’re hiring your first employee or planning to grow quickly, having the right HR documents in place sets the foundation for legal compliance, professionalism, and an energized workplace. These HR documents help protect your business, communicate expectations clearly, and support smooth operations from day one.

1. Offer Letters and Job Descriptions: Every hire should begin with a clear job description outlining the role’s responsibilities, skills required, and reporting structure. You will use the job description to advertise the opening, Once you’ve selected a candidate, an offer letter formally outlines the terms of employment—such as pay rate, start date, and at-will status. These documents are key to avoiding confusion later and ensuring that all parties are on the same page.

2. New Hire Forms and Acknowledgements: Florida employers are required to complete federal and state forms like the IRS W-4, I-9 (Employment Eligibility Verification), and Florida New Hire Reporting form (or online). Additionally, businesses should have employees sign an employee handbook acknowledgment, a direct deposit authorization form, emergency contacts and consent forms for background checks or drug screening, if applicable.

3. Policies and Compliance Documents: A well-drafted Employee Handbook helps establish your company’s rules, code of conduct, anti-discrimination policies, and workplace expectations. Depending on your business, you may also need a confidentiality agreement, non-compete or non-solicitation clauses, and workplace safety policies that align with all applicable OSHA requirements.

4. Timekeeping and Payroll Records: Whether you use a paper system or payroll software, you must maintain accurate records of hours worked, wages paid, and paid time off balances for your new employees. Under both federal and Florida law, employers are required to keep certain payroll and employment records for a minimum period of time—usually three to four years. The online payroll systems can also have some cool tools for collecting HR forms via electronic signatures.

Starting with the right HR documents doesn’t just keep your business compliant—it also builds employee trust and supports long-term success. Many small businesses choose to partner with an HR consultant or legal advisor to customize these documents to fit their unique industry and size. Investing in HR infrastructure early will pay off in fewer headaches and more confident management down the road. Consultstu is here to help you get your small business launched with good structure and a solid foundation. We offer affordable, customized HR assistance to all types of businesses – medical office, construction company, professional services, hospitality, retail and more.

Compliance, Employee Policies, Florida rules, Human Resources, Non-complete Agreements, Salaried employees

Florida CHOICE Act Makes Non-Competes Longer and Enforcement Easier

The Florida legislature recently passed the “Contracts Honoring Opportunity, Investment, Confidentiality, and Economic Growth (CHOICE) Act.” For high earning, salaried employees, the CHOICE Act makes it much easier for their employers to enforce non-compete agreements in Florida and allows for longer non-compete time-periods. It is designed to foster economic growth, protect business interests, and enhance Florida’s investment climate by strengthening protections for covered employers. Governor DeSantis allowed the Act to become law without his signature, and the new law took effect on July 1, 2025. Read more.

Here is a summary of what the CHOICE Act includes:

  • Covered Employees: It covers Florida based employees (those primarily employed in Florida) and employees of Florida based companies with Agreements that are governed by Florida law (choice of law provision). Covered employees are high earning, salaried employees. Twice the annual mean wage of the county in this state in which the covered employer has its principal place of business. The definition includes, and excludes, certain employee benefits and extra compensation.
  • Exclusion: It excludes health care practitioners (they remain covered by existing non-compete law).
  • Requirements: The agreement must advise the employee to seek legal counsel. The employee must acknowledge in writing that the employee will receive confidential information or customer relationships during their employment. Lastly, the employer must provide at least 7 days’ notice of the non-compete before an offer of employment expires or 7 days’ notice before the date that an offer to enter into a “covered non-compete agreement” expires (7 days to review it and seek counsel).
  • Enforcement: Courts are required to preliminarily enjoin a covered employee from providing competing services to any business, entity, or individual during the non-compete period. Employees will have a higher burden of proof in order to dissolve or modify the injunction. The CHOICE Act will also enjoin the new business or individual employing the employee subject to a non-compete agreement. Businesses that are not parties to the non-compete agreement can still be subject to lawsuits and injunctions.
  • Length of time: The CHOICE Act permits non-compete agreements up to four years in length (longer than the 2 years length in the existing Florida statute).
  • Next Steps: CHOICE Act (to use these new provisions) employers will need to review and update their existing non-compete agreements to comply with the CHOICE Act requirements. Otherwise, the existing non-compete statute (542.335) remains available for employers seeking to enforce restrictive covenants.

The CHOICE Act is now in effect. Employers will want to review their current non-compete agreement and consider making the changes required by the Act, if they want to take advantage of the expanded restrictions and easier enforcement provisions. Read more.

Audits, Compliance, Consultstu Team, E-Verify, HR Compliance, I9 Form, Immigration

Walmart Worker Verification (WV) Program for Contractors

Contractors working with Walmart may be required to comply with Walmart’s strict Worker Verification (WV) Program as part of their Compliance and Performance Standards. This program is designed to ensure that every worker on a Walmart site is authorized to work in the U.S. and has been properly documented before entering the project site. Non-compliance can delay the project or jeopardize your contract. If your company needs an independent third party Verifier or Auditor to assist with meeting your compliance obligations under your Walmart Contract documents, contact the team at Consultstu LLC.

What is Walmart’s Worker Verification Program?

Walmart’s Worker Verification (WV) Program applies to general contractors and their subcontractors, regardless of tier. Each worker at a Walmart site must be verified, badged and matched to their photo ID upon check-in. Failure to follow these steps may result in project disruption and removal from the site. Under Walmart’s WV program each company must certify the following:

  • Certify that the contractor follows all immigration and worker eligibility laws.
  • Maintain I-9 records for each worker (and copies of employment verification documents).
  • Provide a WV Certification Form listing all workers by name and employer (using designated forms).
  • Issue badges only to verified workers listed on the WV Form.
  • Update the WV Form when new workers are added to the site.
  • Report any Worker Verification Incidents (such as false documents) within one hour to Walmart.
  • Cooperate with a WV Auditor for any compliance reviews or audits.

Worker Verification I9 Audits and Reviews

Walmart’s Worker Verification Certification audits conducted by a third-party verifier need to be able to attest and affirm the following:

  • Review I-9 forms for compliance.
  • Ensure documents are free of substantive or uncorrected technical deficiencies (other than timeliness). Copies of employment eligibility documents must be maintained by the Contractor.
  • Verify the contractor’s list of workers on-site matches those certified and listed on the WV Form (exact format must be followed).
  • Contractor must not have been the subject of ICE enforcement action within the previous 2 years.
  • Confirm Contractor intends to or has procedures in place to track and report worker eligibility and incidents.
  • WV Auditor has been given access to the documents and personnel as needed to complete the audit.

The audit certification would be signed by a Qualified Employee Verifier and may be relied upon by Walmart to assess compliance by the Contractor. If your company needs the services of a knowledgeable and reliable auditor of your I9s forms and related documentation, contact Consultstu LLC at (727) 350-0370. We can assist your company with performing an I9 audit of existing employees going to work on a Walmart project, and completing the required forms and certifications needed to maintain compliance with Walmart’s Global Ethics and Compliance policy.

Accommodation, Americans with Disabilities Act, Compliance, General HR Questions

How to Handle an Employee Request for Medical Accommodation

A very common question from employers is how to handle an employee who asks for special treatment at work because of a medical issue, such as needing a change to their job duties, schedule or hours. When an employee requests a medical accommodation due to a disability or health condition, employers must engage in an **interactive dialogue** to find a reasonable solution, as required by the Americans with Disabilities Act (ADA), and similar state laws. This collaborative process ensures the employee can perform their job while meeting workplace needs. Here’s a simple guide to get it right.

Steps for an Effective Interactive Dialogue

  1. Acknowledge the Request – When an employee shares their need, respond quickly and respectfully. Confirm you’ll work together to find a solution, and see what can be done. For example, “Thanks for letting me know. Let’s discuss how we can support you and see what options might be possible.” Tip: Document the request and date.
  2. Gather Information – Ask for supporting medical documentation to understand the employee’s limitations and needs, but only request what’s necessary. For example: “Can your doctor provide a note about how your condition affects your work, and what kind of limitations you have?” Tip: Keep medical details confidential.
  3. Hold a Private Meeting – Schedule a one-on-one meeting to discuss the request, what options may exist and to make sure you understand the situation. Be prepared with the employee’s job description and any medical info. For example: “How does your condition impact [add specific task]? How would an accommodation help you?” Tip: Listen openly and explore options like modified schedules or assistive tools. Allow for an open flow of information and make sure the employee knows that you are trying to fully understand the situation before a decision is made.
  4. Propose and Implement Solutions – Suggest accommodations that work for both parties. If the employee’s request isn’t feasible, offer alternatives. For example: “We can adjust your schedule to include breaks. Does that work?” Tip: Check external resources, such as the Job Accommodation Network (JAN) for ideas, and options.
  5. Some Accommodations are Not Required – An employer is not required to provide a disability accommodation that would require (1) incurring significant difficulty or expense; (2) changing the fundamental duties of the job; (3) lowering production or performance standards; or (4) tolerating misconduct.
  6. Follow Up and Document the Discussion – Put the agreed upon accommodation in place, check in later to ensure it’s effective, and document all steps. For example “Let’s review in two weeks to confirm this is working.” Tip: Store records securely and put a note on your calendar to follow up.

Key tips: (1) act promptly to avoid delays; (2) stay respectful and empathetic and do not immediately rule out all options; (3) ensure compliance with ADA or consult HR/legal experts. A thoughtful, interactive dialogue shows employees you value their needs while conveying the reality that the company still needs to maintain productivity and results. For more information, visit the EEOC website.

Compliance, Employee Misconduct, Employee Policies, Human Resources, Investigations, Non-complete Agreements

How to Respond if a Former Employee Violates a Non-Compete Agreement in Florida

In Florida, non-compete agreements are enforceable, if they are reasonable in scope, duration, and geographical area, and protect legitimate business interests such as trade secrets, client relationships, or confidential information. But what happens when a former employee violates that agreement?

If a Florida employer suspects or confirms a violation, swift and strategic action is key. Here is a guide on what employers should do to protect their interests. Here are five (5) actions to consider in order to protect the business:

  1. Review the Non-Compete Agreement for Enforceability. Before taking action, carefully review the non-compete agreement: (1) was it signed voluntarily and properly executed?; (2) does it comply with Florida Statutes § 542.335, which governs restrictive covenants?; and (3) is it reasonable in terms of time (typically 6 months to 2 years), geographic scope, and restricted activities?  Employers are entitled to enforce non-compete agreements because they have legitimate business interests under Florida law, including but not limited to: trade secrets and other proprietary information; (2) valuable confidential business or professional information; (3) substantial relationships with specific prospective or existing customers, clients, or patients; (4) goodwill associated with a brand, trade name, geographic location, or marketing area; and (5) specialized training provided by the employer.  Also, confirm that the former employee’s new activities truly violate the terms (e.g., working for a direct competitor or soliciting your customers).
  2. Gather Evidence of the Violation. A concerned employer should start documenting proof of the violation(s).  Some examples include: (1) employment records or online profiles (e.g., LinkedIn) showing the employee’s new role; (2) communications from clients indicating contact with the former employee; (3) internal reports or staff statements confirming solicitation or competitive activity; (4) computer and email records showing the activity of the employee before leaving the employer.   The burden of proof is on the employer, so solid documentation is essential for enforcement.
  3. Send a Cease-and-Desist Letter. A formal cease-and-desist letter should be your first action. This letter, typically drafted by your attorney, will: (1) cite the specific terms of the agreement being violated; (2) demand that the former employee stop the prohibited conduct; and (3) warn of the potential legal consequences if their conduct continues.  In many cases, this alone can stop the conduct—especially if the former employee or their new employer was unaware of the agreement’s enforceability.  The employer should send another copy of the signed Non-Compete Agreement with the Letter.
  4. Send a Letter to the Former Employee’s New Company. A formal letter (via certified mail or personal delivery) can be sent to the former employee’s new employer to advise them that their new employee has a Non-Compete Agreement, and that he/she is expected to comply with their legal obligations.  Sending a copy of the Employee’s Non-Compete Agreement will ensure that they are fully aware of the situation.  If the new employer knew about the non-compete and encouraged the violation, you may also have a claim for tortious interference with a contractual relationship.  This type of claim can result in damages and can create pressure for the new employer to end their relationship with your former employee.
  5. Consider Legal Action: Seek Injunctive Relief. If the cease-and-desist letter doesn’t work, the next step is to file a lawsuit seeking injunctive relief. Florida courts can issue a temporary or permanent injunction to stop an employee from continuing to violate the agreement and to prevent further harm to your business.  Your employment attorney will need to initiate legal action to seek this relief.  Florida law favors enforcing reasonable non-compete agreements, especially when employers act quickly to prevent irreparable harm.

Final Thoughts: Non-compete violations can cause irreparable harm to a business when it threatens customer relationships, trade secrets, and your competitive edge. Florida law offers strong protections for employers but only if the agreements are valid, violations can be proven and it is properly enforced. When a violation occurs, employers don’t delay. Review the agreement, document the breach, and consult with a Florida employment attorney to determine the best course of action. With the right strategy, you can protect your business and hold those that violate these agreements accountable.



Compliance, EEO-1 Form, Human Resources

2024 EEO-1 Data Collection Opened on May 20, 2025 (ends June 24)

The 2024 EEO-1 Component 1 data collection opened on Tuesday, May 20, 2025. The deadline to file the 2024 EEO-1 Component 1 report is Tuesday, June 24, 2025. Read more. If an employer misses the June 24th deadline, no EEO-1 Component 1 report will be accepted, and the employer will be out of compliance with their mandatory 2024 EEO-1 Component 1 filing obligations.

The Instruction Booklet may be accessed on the EEOC’s dedicated EEO-1 Component 1 website at www.eeocdata.org/eeo1.

If you are filing for the first time, you will need to classify your employees into one of the designated classifications. The EEOC uses 10 major job categories for purposes of EEO-1 Component 1 reporting. Each job category includes a brief description of the skills and training required for occupations in that category and examples of the job titles that fit each category. Read how to classify your employees here.

For many other unique questions about filing your report, such as: what about a merger or acquisition, how are teleworking employees reported, how do you handle employees working at client sites and more – read the EEO-1 FACT SHEETS.

Compensation, Exempt Employee, Fair Labor Standards Act, FMLA, HR Compliance, Payroll

Can a Salaried Employee’s Pay be Reduced During an FMLA Absence?

The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. An employee who is exempt from minimum wage and overtime requirements of the Fair Labor Standards Act (FLSA) as a salaried executive, administrative, professional, or computer employee does not lose the FLSA exemption by receiving unpaid FMLA time. So, how do employers comply with the salary rules under the FLSA and the time off rules under the FMLA?

The employer may make deductions from the employee’s salary for any hours taken as intermittent or reduced schedule FMLA leave within a workweek without affecting the exempt status of the employee. This special exception to the salary basis requirements of the FLSA applies only to employees of covered employers who are eligible for FMLA leave. Hourly deductions from salary are permissible as long as the employer is covered by FMLA (50 or more employees) or where the employee has not worked long enough to be eligible for FMLA leave. The employer may pay a proportionate part of the full salary for the time actually worked. For example, if an exempt employee who normally works 40 hours per week uses four hours of unpaid leave under the FMLA, the employer may deduct 10 percent of the exempt employee’s normal salary for that week.

Example of pro-rated salary: An exempt employee has an annual salary of $50,000 per year and is expected to work 40 hours per week. If the employee only works three days per week (and 2 days off for intermittent FMLA leave). The prorated salary for the week is $50,000/2,080 hours = $24.04 per hour x 24 hours worked for the week = $576.92 in pro-rated salary. The normal weekly salary would be $961.53 (50,000/52 weeks).

The fact that an employer provides FMLA leave, whether paid or unpaid, and maintains records required by this part regarding FMLA leave, will not be relevant to the determination whether an employee is exempt within the meaning of 29 CFR part 541.

HR Compliance, I9 Form, Immigration, USCIS

New I9 Form in 2025; Current Version Still Valid

The U.S. Citizenship and Immigration Services (USCIS) has made minor changes to Form I-9, Employment Eligibility Verification. The new revised Form I-9 with an edition date 01/20/25 and an expiration date 05/31/2027 is now available for download, while multiple previous editions remain valid until their respective expiration dates. Specifically, the Form I-9 (08/01/23 edition) is valid until 05/31/2027.

The minor changes are:

  • Renamed the fourth checkbox in Section 1 to “An alien authorized to work.” 
  • Revised the descriptions of two List B documents in the Lists of Acceptable Documents.
  • Added appropriate statutory language and a revised DHS Privacy Notice.

E-Verify will also have some minor updates, including: (1) the selection “A noncitizen authorized to work” will be updated to “An alien authorized to work.”; and (2) E-Verify cases will display “An alien authorized to work,” while employees and employers may continue to see “A noncitizen authorized to work” on Form I-9. Download the new I9 form here.

General HR Questions, HR Compliance, I9 Form, Immigration, USCIS

Venezuela TPS Status: Handling Expiring Employment Authorization Cards

It has not been easy for employers to make sense of the fast-moving immigration regulation changes and court cases. One topic creating lots of HR questions is Venezuelans who were granted Temporary Protected Status (TPS) under the Biden Administration. The Secretary of Homeland Security is authorized to designate a foreign country for TPS due to temporary conditions such as ongoing armed conflict, or other extraordinary and temporary conditions that prevent nationals from safely returning to their country. Upon taking office, the Trump Administration’s Secretary of Homeland Security canceled the TPS extension and reinstated the end of TPS for Venezuelans. Biden’s DHS Secretary issued extensions to TPS on January 17, 2025. After a court challenge, a federal judge issued a nationwide order postponing the cancellation of the latest 18-month extension of the TPS status.

There are 2 groups of Venezuelan TPS beneficiaries. Venezuela was initially designated for TPS in 2021, and it was extended and stayed in place. In 2023, there was a re-designation of Venezuela for TPS. Both designations (2021 and 2023) were extended for 18 months by notices published in the Federal Register.

Companies that employ Venezuelan employees working with temporary work authorization cards (EADs) need to know what is the current status of their work authorization. Here are some tips for employers:

  • Originally, TPS was to expire for Venezuelan beneficiaries under the 2021 designation on September 10, 2025, and for new Venezuelan applicants under the 2023 designation on April 2, 2025.
  • The court order reinstated the 2023 TPS designation and the 18-month extensions for both 2021 and 2023. TPS status now remains through October 2, 2026. (even though the EAD cards expired).
  • Employment Authorization Cards (EADs) issued under the 2021 and 2023 TPS designations of Venezuelans have various expiration dates and will remain valid through April 2, 2026. (automatic extension – no new card).
  • To complete or update Form I-9, for TPS Venezuela beneficiaries who present an EAD with a Category Code of A12 or C19 and a Card Expires date of Sept. 10, 2025; April 2, 2025; March 10, 2024; or Sept. 9, 2022, enter April 2, 2026, pending relief from the court, on Form I-9 as the new expiration date of the automatically extended EAD. You must re-verify these employees before they start work on April 3, 2026.
  • There is also a 540 day automatic extension for a Venezuelan TPS holder if they present an EAD card with category A12 or C19; and a Form I-797 Receipt Notice showing a pending I-765 application for a category code A12 or C19 renewal with a “received date” between January 17 and September 10, 2025.

DHS intends to end Venezuela TPS as soon as it obtains relief from the court order. Updates regarding TPS status for Venezuela beneciaries will be posted on the USCIS site.

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