Here are this week’s links to a few good stories we found and selected. We feel they might add valuable insights and perspectives for small to midsize businesses.

Election time is upon us. For employers, there are a few issues to consider.

Many states have laws that address voting leave, employee political activity, and discrimination based on political affiliation. Massachusetts does not appear to have any specific laws concerning these issues, but it might make sense to read Decision 2016: A Refresher on Politics in Your Workplace by Erin Horton of Foley and Lardner, LLP. Given the volatility of this election season, we should not be surprised if more states require additional regulations in the aftermath of November 8. Time will tell.

What do voters in Massachusetts have to look forward to?

While much attention is given to this year’s presidential election, Massachusetts has a few questions for voters that concern casinos, animal cruelty, charter schools, and marijuana regulation. Referendum such as these are truly the voice of the people and can oftentimes create challenges for regulators as they strive to validate the will of the voters.

Election day 2018 might prove to be an interesting time as well. If a draft constitutional amendment is approved by the legislature, voters will be asked if they approve a state tax of an additional 4% for all earned income over $1 million. Given that 15,723 taxpayers would fit that description, according to 2014 statistics, it is easy to see why legislators might see this as a robust revenue stream. Check out The BBJ Wealth Report: Massachusetts cities and towns saw an explosion in millionaires to learn more.

How does a business owner build an employee-friendly workplace?

Janet Millar has seven good suggestions in her article How To Build A Company That Talented People Will Beg To Work For. All of them make great sense, and two speak to the importance of a Professional Employer Organization (PEO) partnership. Offering competitive benefits is a cornerstone of a well-run PEO, which clearly promotes a positive work environment.

In a recent article, Deborah Flomberg makes a very compelling argument for considering a PEO to address growing HR needs—despite the fact that this option is not mentioned.  

She says “The (HR) department may start out as just one person, but eventually you’ll be growing that department to several people who will help to maintain the legalities of your internal operations, as well as assist with employee morale, benefits, compensation and internal disagreements.” We agree—and partnering with a PEO allows a business owner to do all of that and more for a fraction of the cost.