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The holidays are right around the corner. Most small business owners, especially those in retail, depend on the holiday shopping season to meet their year-end goals. However, while a small business may have a solid team of workers for 11 months a year, the time from Thanksgiving to Christmas often requires adding seasonal or temporary workers to the team.

If your business is considering hiring seasonal or temporary workers, the following 5 tips will help you figure out what to do.

If you own a small business, you want the best of the best working for you. And most entrepreneurs don't care where someone is from, so long as they can make the business the best it can be. But if you're looking at hiring non-U.S. citizens, federal and state immigration statutes can make that fairly difficult.

Here's what small business owners need to know about immigration laws, from our archives:

Employee wellness is a good thing. Employee wellness programs can be a good thing, so encouraging employees to participate in employee wellness programs can be a good thing. But forcing employees to participate in employee wellness programs lest they be charged for their health care insurance? That can be a bad thing, especially when employee wellness programs require employees to submit a significant amount of personal medical details in the process.

In an effort to protect employees who'd rather not divulge that kind of information, AARP is suing the Equal Employment Opportunity Commission over the rules governing what employers can do regarding employee wellness programs.

As an employer, you should know that you can be held responsible for your employees' acts, and you should know that liability can extend to car accidents. But what if your employee was distracted at the time? What if they were texting or taking a phone call? Would it matter whether or not that call or text was work-related?

Here's how distracted driving laws could affect employer liability in the event of a car accident.

Last week, a federal judge in Northern California granted the motion to conditionally certify the class action case against Google for allegedly committing age discrimination against applicants. The lawsuit claims that programmers over the age of 40 were discriminated against in the application process at Google.

The judge's ruling means that the lawsuit can proceed to the next stage in the class action process of sending out notifications to potential class members. Google will likely be required to provide the contact information for anyone that fits within the case's definition for class members.

Just about every office has a dress code, whether it's as stringent as 'business professional only' or as lax as 'no flip-flops, please.' And while we might have minor quibbles with office attire requirements here and there, sometimes they seem downright unreasonable and down take into account an employee's special circumstances.

You might think that cancer is one of those special circumstances where employers might relax their dress code standards, but not all bosses are that reasonable. And some of them, apparently, are trying to force cancer patients who've undergone chemotherapy to wear wigs at work. Is that even legal?

This isn't your parents' employer-employee relationship. In just the latest signal that what we consider the "workplace" is ever-evolving, a new survey of workers in the U.S. and five European countries found that 20 to 30 percent of the workforce engages in independent work. And not all of them are doing it by choice.

While some of us are happy to take on some side projects, others must cobble together enough independent work to make ends meet. Here's a closer look at the numbers, and what they could mean for your small business.

It's probably a question that was unthinkable just a few short years ago. But with more states legalizing recreational and medical marijuana (and a whole lot more with bud bills on the ballot), it may be time for small businesses to rethink their office pot policies.

Denver-based software company Flowhub and social media networks High There! and MassRoots have weed-friendly offices, allowing cannabis consumption on the clock. So is this trend just for weed industry startups in Denver? Or should you be letting your employees get high nine to five?

Amazon customers have become accustomed to prompt deliveries, but it may come at the cost of knowing that Amazon is being sued by its delivery drivers for labor violations. The same attorney that reached a $100 million settlement against Uber on behalf of its drivers is now the champion for drivers in Amazon's Flex program.

Like Uber, Amazon Flex allows drivers to sign up via an app, work the hours they want to work, and use their own device and vehicle. The primary difference is that Uber drivers transport people while Amazon Flex drivers deliver Amazon's packages to people.

This year, President Obama issued an executive order preventing businesses that are awarded federal contracts from retaliating against employees who discuss their wages with each other. Prior to this executive order prohibiting retaliation for employees being transparent regarding their pay, an employer (that has more than $10,000 in annual federal contract work) could prohibit employees from discussing their wages with each other.

The issue of pay transparency is somewhat controversial and not everyone agrees that it is the best method of closing the gender wage gap. Under the new rule, employees may share information about how much they make, and if they learn how much others make, they can disclose and discuss that too (so long as that information is not provided as part of their job function). The purpose of this new rule is to allow employees of medium to large sized federal contractors to close the gender pay gap through transparency.