As a small business owner, you or one of your employees are in charge of human resources (HR). 
And with so many regulations and compliance issues, you are probably wondering if your constantly small business is consistent HR. So to help you, we have developed a checklist for compliance HR important that you must know that will save you time and money -. And protect you from legal issues
Some of these human resource issues are the ones you are aware, and others are issues that are increasingly important as regulations evolve over time.
salaries
It is important to pay at least the minimum wage to your employees, and also keep in mind the gender discrimination in wages. Right now, in the United States, the federal minimum wage is $ 7.25 / hour. However, it is important to note that states, counties and cities have established their own laws on minimum wages as well.
As for the gender discrimination and wages, remember to promote equal opportunities pay both your male and female employees. In addition, the regulations of the Office of Federal Contract Compliance Programs require disclosure of data meaningful compensation that is used to analyze and implement measures to reduce discrimination compensation.
Classify employees
Classify your employees correctly a greater impact than you may know. How? Did you know that the misclassified employees are often denied access to essential benefits and protections such as family and sick leave, overtime, minimum wage and unemployment insurance?
In addition, when you misclassify an employee, resulting in a substantial loss to the Treasury, Social Security and Medicare funds and compensation funds insurance and state unemployment workers.
Knowing this, it is important classify your employees correctly . They are employees or independent contractors, full-time, part-time or temporary and will be important to ensure that they enjoy their rights as workers.
Health Services compliance
Because many small businesses are unable to afford traditional group health insurance plans, many have chosen to repay their individual employees health insurance premiums. If this is your case, it is extremely important that your plan meets the health reform recently.
Like many other federal compliance issues, you might find yourself facing serious charges if your plan is not consistent. For this reason, many small businesses choose a Software Provider Reimbursement Premium to bypass the risk of simple errors.
Social Media Policy
Social media is hard to ignore. In fact, if you were to survey your employees, chances are more than half of them use social media. As such, it has become increasingly important to have a concrete policy for social media. You or your HR representative should work with a legal team to ensure that your policies are consistent. Have a fair policy in line in place, you and your employees will save any future legal mess.
I-9 Compliance
The Department of Homeland Security Immigration and Customs conducted a record number of site investigations enforcement, prosecution and opinions of the inspection and administrative costs as of late.
Knowing this, it becomes more important to have your bases covered I-9. Even if your company does not have the concerns of illegal or unauthorized employees, I-9 compliance is an area that houses the significant potential financial risk to your business because Immigration and Customs Enforcement (ICE) is quoting incorrectly completed forms .
Conclusion
Ensure your small business complies HR is a good way to save you from future headaches. With the ability to audit, legal fees and other forms of reprimand for not adhering to federal regulations, it is imperative that you cover all your human resources databases.
For more HR overview of compliance, read: How to know if your small business is consistent HR
is your small business complies HR? If not, what questions do you have for us that we can help? Comment below.
0 Komentar