The New Year is a great time to take stock of your company’s compliance with important federal and state labor law requirements. Keep these resolutions in mind to help your company start the year off right and stay in shape in 2015:
- Give your poster wall a thorough check-up. Make sure all of your federal and state posters are up-to-date and the correct size. Check with your state labor department for any industry-specific poster requirements that may apply to your business.
- Stay on top of notice requirements. From summary plan descriptions (SPDs), to COBRA- and FMLA-related notices, employers are required under various federal and state laws to provide employees with certain information about their benefits and responsibilities. Confirm that your employee communications are accurate, consistent, and in compliance with applicable law.
- Keep up with recordkeeping. In addition to being a good business practice, employers are required to maintain certain types of employee records in order to comply with both federal and state law. Verify that your recordkeeping procedures address any requirements related to confidentiality and how long to keep records.
- Review policies and procedures. Be sure your company policies and procedures comply with federal and state labor laws related to employee leave, equal employment opportunity, sexual harassment, worker safety and other requirements.
- Confirm that your workers are classified properly. Misclassifying employees as independent contractors can result in costly legal consequences. Also remember that an employee’s exempt or nonexempt status is based on his or her compensation and specific job duties–not job title. It’s a good idea to review job descriptions on a regular basis (at least annually), as tasks and requirements may change.
Employers who have specific concerns are encouraged to consult a knowledgeable employment law attorney. Our HR Compliance Quick-Check includes more tips for staying on track with compliance this year.
Please Note: The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy. In accordance with IRS Circular 230, this communication is not intended or written to be used, and cannot be used as or considered a ‘covered opinion’ or other written tax advice and should not be relied upon for any purpose other than its intended purpose.
© 2015 HR 360, Inc. – All rights reserved