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		<link>http://hrstrategiesblog.com</link>
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		<item>
		<title>A Proactive Approach to Employee Discipline &#8211; Progressive Discipline Policy</title>
		<link>http://hrstrategiesblog.com/2012/05/18/a-proactive-approach-to-employee-discipline-progressive-discipline-policy/</link>
		<comments>http://hrstrategiesblog.com/2012/05/18/a-proactive-approach-to-employee-discipline-progressive-discipline-policy/#comments</comments>
		<pubDate>Fri, 18 May 2012 19:00:45 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[Counseling]]></category>
		<category><![CDATA[Documentation]]></category>
		<category><![CDATA[progressive discipline policy]]></category>
		<category><![CDATA[separation/discharge]]></category>
		<category><![CDATA[Suspension]]></category>
		<category><![CDATA[U.S Chamber of Commerce]]></category>
		<category><![CDATA[Verbal Warning]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.com/2012/05/18/a-proactive-approach-to-employee-discipline-progressive-discipline-policy/</guid>
		<description><![CDATA[It seems logical for an employer to terminate an employee at the first sign of a performance or behavioral issue; however on the contrary an immediate termination can potentially be more costly than keeping the employee on staff. The cost to recruit, attract and select a candidate can range from $1,500 to upwards of $5,000, [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=2213&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/05/18/a-proactive-approach-to-employee-discipline-progressive-discipline-policy/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
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			<media:title type="html">Documentation</media:title>
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		<item>
		<title>Limit your Liability: Discouraging Retaliation Complaints</title>
		<link>http://hrstrategiesblog.com/2012/04/09/limit-your-liability-discouraging-retaliation-complaints/</link>
		<comments>http://hrstrategiesblog.com/2012/04/09/limit-your-liability-discouraging-retaliation-complaints/#comments</comments>
		<pubDate>Mon, 09 Apr 2012 15:43:55 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[ADA]]></category>
		<category><![CDATA[color]]></category>
		<category><![CDATA[discrimination sex]]></category>
		<category><![CDATA[Fair Labor Standards Act]]></category>
		<category><![CDATA[FMLA]]></category>
		<category><![CDATA[Increase in Retaliation]]></category>
		<category><![CDATA[national origin]]></category>
		<category><![CDATA[race]]></category>
		<category><![CDATA[religion]]></category>
		<category><![CDATA[Retaliation]]></category>
		<category><![CDATA[Title VII]]></category>
		<category><![CDATA[U.S Equal Employment Opportunity Commission]]></category>
		<category><![CDATA[U.S Supreme Court]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.com/?p=2158</guid>
		<description><![CDATA[ The U.S Equal Employment Opportunity Commission (EEOC) announced an increase in complaints of retaliation for a second year in a row. In the 2011 Fiscal Year , the EEOC received a record 99,947 charges of employment discrimination, which trumps the 99,922 claims filed in 2010. Specifically, statistics show claims of retaliation accounted for 37.4 percent [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=2158&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/04/09/limit-your-liability-discouraging-retaliation-complaints/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
		</media:content>

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			<media:title type="html">paper</media:title>
		</media:content>

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			<media:title type="html">EEOC chart (scale)</media:title>
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	</item>
		<item>
		<title>Permissible Wage Deductions</title>
		<link>http://hrstrategiesblog.com/2012/03/30/permissible-wage-deductions/</link>
		<comments>http://hrstrategiesblog.com/2012/03/30/permissible-wage-deductions/#comments</comments>
		<pubDate>Fri, 30 Mar 2012 20:58:26 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Court-Ordered Payments]]></category>
		<category><![CDATA[Fair Labor Standards Act]]></category>
		<category><![CDATA[Lodging and Other Facilities]]></category>
		<category><![CDATA[Meals]]></category>
		<category><![CDATA[minimum wage]]></category>
		<category><![CDATA[Tax Withholding]]></category>
		<category><![CDATA[U.S. Department of Labor]]></category>
		<category><![CDATA[Wage and Hour Division]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.com/?p=2111</guid>
		<description><![CDATA[ Are you confused about what deductions can be taken out of an employee’s paycheck; well you are not alone! The Wage and Hour Division (WHD) of the Department of Labor completed 33,295 compliance actions and collected more than $224 million in back wages for more than 275,000 workers during FY 2011 (http://www.dol.gov/dol/budget/2013/bib.htm#whd). The WHD serves as [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=2111&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/03/30/permissible-wage-deductions/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
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	</item>
		<item>
		<title>Revised Expiration Date of the FMLA Certification Forms</title>
		<link>http://hrstrategiesblog.com/2012/03/09/revised-expiration-date-of-the-fmla-certification-forms/</link>
		<comments>http://hrstrategiesblog.com/2012/03/09/revised-expiration-date-of-the-fmla-certification-forms/#comments</comments>
		<pubDate>Fri, 09 Mar 2012 23:10:48 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[.February]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[EEOC]]></category>
		<category><![CDATA[Equal Employment Opportunity Commission]]></category>
		<category><![CDATA[Family and Medical Leave Act]]></category>
		<category><![CDATA[Genetic Information Nondiscrimination Act of 2008]]></category>
		<category><![CDATA[GINA]]></category>
		<category><![CDATA[Office of Management and Budget]]></category>
		<category><![CDATA[OMB]]></category>
		<category><![CDATA[Paperwork Reduction Act of 1995]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.com/?p=2093</guid>
		<description><![CDATA[As of December 31 2011, the Family and Medical Leave Act (FMLA) Certification forms expired, leaving many employers wondering what forms to use in attempts to remain in compliance and when a new form will be released. The Department of Labor (DOL) announced that the outdated forms could still be used although these forms lacked [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=2093&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/03/09/revised-expiration-date-of-the-fmla-certification-forms/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
		</media:content>

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			<media:title type="html">stethoscope</media:title>
		</media:content>
	</item>
		<item>
		<title>Calculating Overtime Pay</title>
		<link>http://hrstrategiesblog.com/2012/02/15/calculating-overtime-pay/</link>
		<comments>http://hrstrategiesblog.com/2012/02/15/calculating-overtime-pay/#comments</comments>
		<pubDate>Wed, 15 Feb 2012 17:25:50 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[apply the FLSA definition of a workweek]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[determine what activities count as hours worked]]></category>
		<category><![CDATA[employee’s regular rate of pay]]></category>
		<category><![CDATA[Exempt]]></category>
		<category><![CDATA[FLSA]]></category>
		<category><![CDATA[minimum wage]]></category>
		<category><![CDATA[Non-Exempt]]></category>
		<category><![CDATA[overtime]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.wordpress.com/?p=2063</guid>
		<description><![CDATA[Many employers find it difficult to accurately calculate overtime due to complex calculations  and changing regulations. The burden falls on the employer to properly classify an employee (as exempt or non-exempt) and provide compensation in compliance with the Fair Labor Standards Act (FLSA). According to the Wage and Hour Division (a sector of the Department of Labor), [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=2063&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/02/15/calculating-overtime-pay/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
		</media:content>

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			<media:title type="html">overtime</media:title>
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	</item>
		<item>
		<title>New York: Wage Theft Prevention Act becomes Effective February 1st</title>
		<link>http://hrstrategiesblog.com/2012/01/31/new-york-wage-theft-prevention-act-becomes-effective-february-1st/</link>
		<comments>http://hrstrategiesblog.com/2012/01/31/new-york-wage-theft-prevention-act-becomes-effective-february-1st/#comments</comments>
		<pubDate>Tue, 31 Jan 2012 22:43:15 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[acknowledgement]]></category>
		<category><![CDATA[English]]></category>
		<category><![CDATA[February 1st 2012]]></category>
		<category><![CDATA[six years]]></category>
		<category><![CDATA[Wage Theft Prevention Act]]></category>
		<category><![CDATA[written notice]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.com/?p=2023</guid>
		<description><![CDATA[Employers, are you prepared to comply with the Wage Theft Prevention Act? The New York Wage Theft Prevention Act outlines an employer&#8217;s responsibility to communicate an employee&#8217;s terms of employment in a written notice. Effective February 1st 2012, employers must present the written notice to employees at the time of hire and annually thereafter (on [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=2023&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/01/31/new-york-wage-theft-prevention-act-becomes-effective-february-1st/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
		</media:content>

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			<media:title type="html">Exif_JPEG_PICTURE</media:title>
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	</item>
		<item>
		<title>Limit your Liability: I-9 Compliance Best Practices</title>
		<link>http://hrstrategiesblog.com/2012/01/24/limit-your-liability-i-9-compliance-best-practices/</link>
		<comments>http://hrstrategiesblog.com/2012/01/24/limit-your-liability-i-9-compliance-best-practices/#comments</comments>
		<pubDate>Tue, 24 Jan 2012 21:57:37 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[compliance.Notary Public certification]]></category>
		<category><![CDATA[employment eligibility]]></category>
		<category><![CDATA[fines]]></category>
		<category><![CDATA[good faith]]></category>
		<category><![CDATA[I-9]]></category>
		<category><![CDATA[ICE]]></category>
		<category><![CDATA[Immigration and Customs Enforcement]]></category>
		<category><![CDATA[investigations]]></category>
		<category><![CDATA[USCIS I-9 Employer Handbook]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.com/?p=2008</guid>
		<description><![CDATA[Employers, are you in compliance with I-9 requirements? In the 2011 Fiscal year, the Immigration and Customs Enforcement (ICE) issued a record 2,393 notice of inspections (for federal Forms I-9 and supporting documents), a more than 375% increase from FY2008. Additionally, during FY2011, ICE issued 331 final administrative fine orders, totaling more than $9 million [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=2008&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/01/24/limit-your-liability-i-9-compliance-best-practices/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
		</media:content>

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			<media:title type="html">passport 2</media:title>
		</media:content>
	</item>
		<item>
		<title>Posting the 2011 OSHA Summary</title>
		<link>http://hrstrategiesblog.com/2012/01/13/posting-the-2011-osha-summary/</link>
		<comments>http://hrstrategiesblog.com/2012/01/13/posting-the-2011-osha-summary/#comments</comments>
		<pubDate>Fri, 13 Jan 2012 23:44:42 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Certification]]></category>
		<category><![CDATA[five years]]></category>
		<category><![CDATA[Form 300-A]]></category>
		<category><![CDATA[OSHA]]></category>
		<category><![CDATA[OSHA 300 Log]]></category>
		<category><![CDATA[OSHA Part 1904]]></category>
		<category><![CDATA[OSHA Summary]]></category>
		<category><![CDATA[Posting]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.wordpress.com/?p=1995</guid>
		<description><![CDATA[Employers, it is almost that time of year again. Are you prepared to post your 2011 OSHA Summary on February 1st?  According to Occupational Safety and Health Administration (OSHA) Recordkeeping Guidelines, a current OSHA Summary (not the OSHA 300 Log) must be posted in your workplace location(s) annually by February 1ST until April 30th. The [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=1995&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/01/13/posting-the-2011-osha-summary/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
		</media:content>

		<media:content url="http://hrstrategiesblog.files.wordpress.com/2012/01/first-aid-kit.jpg" medium="image" />
	</item>
		<item>
		<title>DOT Prohibits the Use of Hand-Held Cellular Devices for CMV Drivers</title>
		<link>http://hrstrategiesblog.com/2012/01/06/dot-prohibits-the-use-of-hand-held-cellular-devices-for-cmv-drivers/</link>
		<comments>http://hrstrategiesblog.com/2012/01/06/dot-prohibits-the-use-of-hand-held-cellular-devices-for-cmv-drivers/#comments</comments>
		<pubDate>Fri, 06 Jan 2012 22:01:07 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[bus]]></category>
		<category><![CDATA[CMV]]></category>
		<category><![CDATA[Commercial Motor Vehicles]]></category>
		<category><![CDATA[Department of Transportation]]></category>
		<category><![CDATA[DOT]]></category>
		<category><![CDATA[Federal Motor Carrier Safety Administration]]></category>
		<category><![CDATA[highway]]></category>
		<category><![CDATA[January]]></category>
		<category><![CDATA[Motor Carriers]]></category>
		<category><![CDATA[Transportation Pipeline and Hazardous Materials Safety Administration]]></category>
		<category><![CDATA[truck driver]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.wordpress.com/?p=1977</guid>
		<description><![CDATA[The Department of Transportation (DOT) published a Final Rule restricting the use of hand-held mobile phones for drivers of Commercial Motor Vehicles (CMV). Effective January 2012, CMV (as defined in Part 390) drivers &#8211; are prohibited from using hand–held mobile devices while driving. This rule prohibits all push-to–talk functional phones but hand–free devices such as [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=1977&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2012/01/06/dot-prohibits-the-use-of-hand-held-cellular-devices-for-cmv-drivers/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">scicompanies</media:title>
		</media:content>

		<media:content url="http://hrstrategiesblog.files.wordpress.com/2012/01/truck.jpg" medium="image">
			<media:title type="html">truck</media:title>
		</media:content>
	</item>
		<item>
		<title>Employee or Independent Contractor: Employer’s Guidelines</title>
		<link>http://hrstrategiesblog.com/2011/12/30/employee-or-independent-contractor-employers-guidelines/</link>
		<comments>http://hrstrategiesblog.com/2011/12/30/employee-or-independent-contractor-employers-guidelines/#comments</comments>
		<pubDate>Fri, 30 Dec 2011 23:19:43 +0000</pubDate>
		<dc:creator>scicompanies</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Talent Management]]></category>
		<category><![CDATA[disability insurance]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[Federal Contract Compliance Claims]]></category>
		<category><![CDATA[independent contractor]]></category>
		<category><![CDATA[social security.]]></category>
		<category><![CDATA[U.S. Department of Labor]]></category>
		<category><![CDATA[unemployment Insurance]]></category>

		<guid isPermaLink="false">http://hrstrategiesblog.wordpress.com/?p=1967</guid>
		<description><![CDATA[Are you finding it difficult to differentiate between employees and independent contractors? Well accurately defining a worker’s classification status may be a more serious issue than you might have anticipated. The U.S. Department of Labor (DOL) released the 2012 proposed budget, which emphasized a strong focus on identifying employers who misclassify workers as independent contractors verse [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrstrategiesblog.com&#038;blog=24247606&#038;post=1967&#038;subd=hrstrategiesblog&#038;ref=&#038;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://hrstrategiesblog.com/2011/12/30/employee-or-independent-contractor-employers-guidelines/feed/</wfw:commentRss>
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			<media:title type="html">scicompanies</media:title>
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			<media:title type="html">Workers</media:title>
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