Both large and small businesses must comply with federal, state, and local employment laws and regulations. Evaluate your business by taking this short HR compliance quiz.
Great! It is important for all businesses to have accurate and up-to-date job descriptions that identify essential job functions to assist with ADA compliance evaluations.
Attracting the right candidates for your open position can often depend on creating accurate job descriptions that truly stand out. Qualified individuals with disabilities are protected from discrimination in employment by the ADA and/or similar state laws. In addition to prohibiting discrimination in hiring against job candidates who are qualified individuals with disabilities, the law requires covered employers to provide a "reasonable accommodation" to an otherwise qualified applicant, unless to do so would cause an undue hardship for the employer.
You're on the right track. Illness and injury prevention programs can be lifesavers for the health of your business and workers.
According to federal statistics, 4,500 workers lose their lives each year on the job, and 4.1 million become injured or seriously ill due to job accidents or working conditions. Employers have a way to provide a safer workplace for their employees: OSHA's Injury and Illness Prevention Program. The program is designed to assist employers in recognizing potential hazards before an accident can occur, and to help provide managers and employees with the knowledge and tools needed to prevent injuries and illness. Learn more about OSHA's Injury and Illness Prevention Program.
Good to hear. Exit interviews can help your business in the long run. Parting ways with your workforce can be difficult, but conducting an exit interview with a departing employee can help your company understand how to improve operations and it may serve as documentation if faced with future accusations against your business. Read more about exit interviews and other employee termination best practices.
Great job! That's so important. The Fair Labor Standards Act's (FLSA) regulations regarding employee classifications for exempt versus non-exempt status are often confused with the designation of hourly versus salaried employee payment methods. The Department of Labor (DOL), which is tasked with enforcing the Fair Labor Standards Act, aims to ensure employees are being paid in compliance with the federal wage and hour law. Under the law employees are classified as either exempt or non-exempt from some or all of the provisions of the FLSA. Non-exempt employees must be paid at least minimum wage for all hours worked up to 40 in a workweek and the applicable overtime rate for hours worked over 40 in a workweek. There may be applicable state wage and hour laws to comply with as well. Learn more about maintaining HR compliance within your business.
Nice! A comprehensive employee handbook can be a beneficial resource for communicating with your staff about key workplace policies.
Employees with a clear understanding of policies may be less likely to waste time and energy because they know what's expected of them and what the company has committed to.
In addition, an employee handbook may be useful documentation when faced with legal actions brought against your business by an employee or ex-employee. A regularly updated document that includes applicable local, state, and federal requirements can help you focus on productivity and worry less about issues that could negatively impact business operations. Find out more about what to include in an employee handbook, and where you can find one for your business.
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To learn more about HR compliance and other related topics, please visit the Paychex HR articles page.