HR Compliance is critical for small business owners. It is predicted that 90% of all small businesses are out of compliance. This presentation delivered which has been delivered by Gary Wheeler to several groups illustrates key compliance areas to correct.
These are the slides from a presentation I made at the 2011 HRO Summit in Singapore on the 12th of May. The information will be interesting to any HR Leader with responsibility for HR Compliance in the APAC region.
HKP is your comprehensive workforce solution offering a menu of solutions from one provider. HKP’s total human capital management solution, iSolved, has all of your HR and benefits management needs covered. For More Details Visit: https://www.hkpayroll.com/
These are the slides from a presentation I made at the 2011 HRO Summit in Singapore on the 12th of May. The information will be interesting to any HR Leader with responsibility for HR Compliance in the APAC region.
HKP is your comprehensive workforce solution offering a menu of solutions from one provider. HKP’s total human capital management solution, iSolved, has all of your HR and benefits management needs covered. For More Details Visit: https://www.hkpayroll.com/
This presentation addresses employee benefit plan exposure arising from employer use of a contingent workforce. Included is a discussion of employer liability arising from use of independent contractors to avoid or minimize ACA's "play or pay" coverage requirements.
Webinar Series in Designing a Compensation Structure - deals about the classification of salary components, compensation structure, governance or compliance and sample salary structure.
Compensation And Benefits (Pay structure)Faisal Anwar
Learn about Compensation And Benefits (Pay structure) in Details but rapidly. A great source of information for those who really want to learn or establish their careers in this area
HR Webinar: HR Professional’s Role in Managing Leave of AbsenceAscentis
Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
The first of its kind, this seminar is held to provide participants with information and knowledge regarding a constructive dismissal where employee resigns as a result of the employer creating a hostile work environment.
A Guide to Combating Wage & Hour LiabilityKendal Peterson
The Department of Labor (DOL) estimates that 80%+ of employers are out of compliance with federal and state wage and hour laws. It’s no surprise that wage and hour class actions now outnumber all other discrimination class actions combined.
2010 has seen no letup in wage and hour lawsuits. Published reports show that wage and hour lawsuits in federal courts are up over 25% from the same time last year. Adding fuel to the fire, the DOL has a bigger budget and hundreds of additional field investigators. With settlements already averaging $23.5M at the federal level and $24.4M at the state level, the potential impact to employers is staggering.
http://hradvisors.com
HR Compliance,Human Resource Compliance,HR Compliance Audit
HR Advisors can provide everything for HR from specific human resource needs, training and materials to managing the entire HR department for companies large and small. We provide basic turn-key solutions to help companies meet their HR requirements as well as design and manage complex comprehensive programs for managing and supporting larger staff and organizations.
This presentation addresses employee benefit plan exposure arising from employer use of a contingent workforce. Included is a discussion of employer liability arising from use of independent contractors to avoid or minimize ACA's "play or pay" coverage requirements.
Webinar Series in Designing a Compensation Structure - deals about the classification of salary components, compensation structure, governance or compliance and sample salary structure.
Compensation And Benefits (Pay structure)Faisal Anwar
Learn about Compensation And Benefits (Pay structure) in Details but rapidly. A great source of information for those who really want to learn or establish their careers in this area
HR Webinar: HR Professional’s Role in Managing Leave of AbsenceAscentis
Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
The first of its kind, this seminar is held to provide participants with information and knowledge regarding a constructive dismissal where employee resigns as a result of the employer creating a hostile work environment.
A Guide to Combating Wage & Hour LiabilityKendal Peterson
The Department of Labor (DOL) estimates that 80%+ of employers are out of compliance with federal and state wage and hour laws. It’s no surprise that wage and hour class actions now outnumber all other discrimination class actions combined.
2010 has seen no letup in wage and hour lawsuits. Published reports show that wage and hour lawsuits in federal courts are up over 25% from the same time last year. Adding fuel to the fire, the DOL has a bigger budget and hundreds of additional field investigators. With settlements already averaging $23.5M at the federal level and $24.4M at the state level, the potential impact to employers is staggering.
http://hradvisors.com
HR Compliance,Human Resource Compliance,HR Compliance Audit
HR Advisors can provide everything for HR from specific human resource needs, training and materials to managing the entire HR department for companies large and small. We provide basic turn-key solutions to help companies meet their HR requirements as well as design and manage complex comprehensive programs for managing and supporting larger staff and organizations.
"The spiritual transformation of impact investing".
We often think that there is a disconnect between our spiritual lives and how we allocate our time and our capital. This speech explores the connection between our spiritual lives, our values and how we engage in the workplace and in our lives. It explores tools for integrate our spiritual and material realities.
Compliance made easy with comprehensive leave management from GeniusHR.com.
GeniusHR is a fully integrated, cloud-based HRIS and HR Management platform featuring true business process automation. Its unique process engine knows when it needs to perform tasks, easily retrieves and analyzes data from both internal and external sources, and delivers powerful logic to HR decision making while providing protection against employment related lawsuits.
In addition to a core system of record (HRIS), GeniusHR's integrated solutions address every core management function in HR, "from hire to fire." Its open API platform can easily share data with most standard payroll, benefits and compensation planning systems already in place.
GeniusHR is designed to keep its customers compliant with applicable federal, state and local employment laws. Its FMLA Wizard performs the complex calculations for eligibility determination and stays on top of the leave tracking and document management, enabling HR to administer FMLA cases without outside help.
HR Strategies for Small & Medium Sized BusinessesThain Lin Tay
HR Strategies for small and medium sized businesses (SMB/SME) in today's talent scarce and high mobility environment. A keynote address delivered at this year's Association of SMEs Business Symposium Event, Concorde Hotel, Singapore.
Helping Pharmas Manage Compliance Risks for Speaker ProgramsCognizant
To avoid stiff fees, reputation damage and the imposition of corporate integrity agreements (CIAs), pharmaceuticals companies need to monitor their speaker programs carefully for compliance to a suite of regulations. We identify those rules and outline a rigorous process based on relevant key performance indicators (KPIs) that will enable pharmas to head off these potential major hits to their bottom line.
If you are an HR professional, director, manager or small and emerging business executive you won’t want to miss our insightful webinar, “HR trends for the SME in 2017.”
You will learn:
• How best to define your organization’s culture
How to make the organization’s culture sustainable
The importance of well-being within a broader workplace culture strategy
• How to bring culture and well-being together to improve attraction, retention and engagement, and
• How to navigate key compliance considerations when developing and implementing your strategy.
The human resources (HR) function is at the centre of most employers’ efforts to identify, hire and retain the people the organization needs to execute its strategy and achieve its goals.But the HR function is a key player within the organization’s compliance structure as well.
There are numerous laws and regulations governing the employment relationship that HR professionals must understand and navigate in order to help ensure their organizations avoid costly fines and other penalties, including the potential harm to the organization’s reputation.
This presentation will help the organizations to focus on the HR legal requirements and manage the HR compliance in an effective manner.
HR when you are Small. Using people and HR Practices how SME's can grow to be a large organisations. The first steps as SME and the systems in HR would help the SME's to grow in this competitive Globalized World. Our effort is towards building a sustainable business globally by Small and Medium Businesses / Enterprises (SME / SMB )
Follow Husys on :
Linkedin: https://www.linkedin.com/company/143536/
Facebook: https://www.facebook.com/Husys
Twitter: @Husys
Slide Share: https://www.slideshare.net/grhusys/
Responses to first 15 question should be in your own words and be .docxronak56
Responses to first 15 question should be in your own words and be 75 words or more
1. What are your own limits concerning questionable language, jokes, or forwarding e-mails? Do you have the same standards in the workplace? What are your views of those whose standards are either more or less tolerant of questionable language or jokes? How might these differences in perspective cause problems?
2. Workplace security focuses on protecting the employer’s property, inventory, data, and productivity. Employee theft, excessive time spent surfing the Internet, revealing trade secrets to competition, online gambling, viewing online pornography, sending offensive or harassing e-mails, or using the company’s customer database for personal gain could damage the company. But how far can this protection extend? Shouldn’t we consider employees’ rights, too? How do we create a balance?
3. What is your opinion of labor unions?
4. What can organizations do to make sure their hiring officials are not using data collection to discriminate against applicant’s, but rather hiring them based on skills?
5. Do you think there will ever be equal employment in the workforce?
6. How far can employers stretch the “green jobs” label before it loses legitimacy? Does Starbucks or McDonald’s policy of rewarding their coffee suppliers who use sustainable growing practices mean that they are green employers? How “green” do they need to be? Is the Society of Human Resource Management adequate by defining “green jobs” as those that meet the need for environmentally responsible production and work processes and the development of green goods and services? This includes “reducing pollution or waste, reducing energy usage, and reducing use of limited natural resources.
7. Employment branding makes the company name stand out when applicants are researching employers. Essentially, it’s about marketing the company as an attractive employer in the same way that consumer products and services such as cars, beverages, and hotels have distinctive brand images. Identify other employers in your area that seem to have an “employment brand.” Does that image help to recruit workers?
8. Should companies use stress interviews? Should interviewers be permitted to assess professionalism, confidence, and how one reacts to the everyday nuisances of work by putting applicants into a confrontational scenario? Does becoming angry in an interview indicate a propensity toward outbursts or violence under work stress? Should HRM advocate the use of an activity that could possibly slip out of control?
9. Few states lost more jobs in the great recession than Michigan where nearly one in every ten jobs disappeared. The country needs a new plan to attack unemployment. It needs to reinvent how to put those unemployed workers to work. Whose responsibility is it to deal with that problem; is it the governments, the businesses or the unemployed person?
10. What are your thoughts and opinions on employers ...
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
Contractor or Employee? Exempt or Non-Exempt? Understanding the Distinctions ...ComplyRight, Inc.
A handful of high-profile cases -- and increased attention by the IRS and Department of Labor – has put worker classification in the spotlight. Now, more than ever, employers must be crystal clear on the differences between an employee and independent contractor, as well as exempt vs. non-exempt status.
In either case, misclassifying workers is a risk your business can’t afford to take. Federal and state agents are monitoring the situation more closely and cracking down with bigger fines and penalties. At the same time, wage and hour lawsuits are on the rise, with many “salaried” employees recognizing they are non-exempt in the eyes of the law -- and therefore owed overtime.
Protect yourself from costly misclassification mistakes and potential legal issues. Attend this timely webinar to learn:
- Factors that define the worker relationship, according to the IRS and Department of Labor
- Warning signs that your contractor is actually an employee under the law
- What determines exempt vs. non-exempt status (Hint: Job title has nothing to do with it.)
- Steps to take if a worker is misclassified
CCD- Benefits of Working as a Temporary Employee_RHTridentCADC
Trident University International Center for Career Development Employer information session presented by Robert Half (Accountemps and Office Team). Provided an overview of the benefits of working as a temporary professional and how temp work can assist in the job search process.
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
This presentation is designed to provide an overview of the various types of employee evaluation processes. The most successful evaluation process is implementing a Performance Management System. This presentation was delivered to MBA students at the University of Budapest in May 2015.
For questions or help in implementing a Performance Management System, contact Gary Wheeler at The Virtual HR Director.
Creating a Strategic Plan is an excellent presentation for individuals who would like to understand the steps involved in creating a strategic plan. This presentation is very helpful for start-ups, entrepreneurs, and business owners who would like to create a strategic plan. This presentation was delivered at the University of Budapest in May of 2015.
If you would like help in creating a strategic plan, Gary Wheeler at The Virtual HR Director is available to help.
This presentation was delivered to MBA students at the University of Budapest in May 2015. Talent Management provides an overview of each of the components that make up Talent Management in an organization from Recruiting to Succession Planning.
Gary Wheeler and The Virtual HR Director will help any organization, regardless of their size understand how they can improve their talent management processes.
Building a Productive Team One Person at a Time was delivered by Gary Wheeler at the Greater Atlanta Medical Managers Association (GAMMA) Chapter Meeting on October 11, 2013. The presentation focuses on communication and building interpersonal relationships with team members using the concept of Talk, Listen and Commit, a signature program of Gary Wheeler at The Virtual HR Director, LLC
Presentation on the Patient Protection Affordable Health Care Act given to Independent NAPA Auto Care Center Owners at the Detroit Area Conference on September 14, 2013 by Gary Wheeler
The Greater Atlanta Medical Managers Association (GAMMA) invited Gary Wheeler to speak at their 1/2 day conference on HR Best Practices for increasing productivity and profitability through staff.
Every business owner, regardless of their size needs to understand the affordable health care laws (Obama Care). This presentation was presented by Todd Gordon to customers of The Virtual HR Director in May 2013. New presentations will be delivered as the law becomes clear.
Delivered at the Family Promise National Conference in May 2013, this presentation talks about the importance of creating performance metrics for staff that are aligned to the organizations overall performance metrics.
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Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
2. THE FEDERAL GOVERNMENT BELIEVES 90% OF ALL SMALL
BUSINESSES ARE OUT OF COMPLIANCE.
LOW HANGING FRUIT = SMALL Businesses
The Government Needs Money
3. Equal Employment Opportunity Commission – 1965
- Enforce Title VII of the Civil Rights Act
- The EEOC continues to have record-shattering charges
- 2000 79,896
- 2010 99,922
- 2011 99,947
EEO Litigation
5. Application on file for each employee complete with signature
Never write notes on an application
Use a standard behavior interview form
- Note: EEOC 2012 ruling – “have you been convicted of a felony”
Train your interviewers
List of Do’s and Don’ts
Select candidates on qualifications
Employment Best Practices
6. Application on file for each employee complete with signature
Never write notes on an application
Use a standard behavior interview form
- Note: EEOC 2012 ruling – “have you been convicted of a felony”
Train your interviewers
List of Do’s and Don’ts
Select candidates on qualifications
Employment Best Practices
7. How old are you?
What year did you graduate or finish high school?
Where were you born?
Are you from the United States?
Are you married?
Do you have kids?
What is your faith or religion?
Do you have a car (unless it is required for the job)?
Do you have a disability? Have you ever had a workers compensation injury?
Have you ever been arrested?
Interview Don’ts
8. Immigration Reform Act of 1986 (I-9)
- Requires employers to attest to their employees' immigration
status
- Illegal to knowingly hire unauthorized immigrants
- Must have an I-9 for every employee hired after November
6, 1986
- Fines $100 to $1,100 per employee
New I-9 Form Introduced March 8, 2013
- Must comply by May 7, 2013
I-9s
9. I-9’s 100% complete in ink
Complete first day of employment
Signed and dated by employee and employer on 1st day of employment
Utilize PDF Writer
Verify appropriate documents
Tickler file for temporary status employees
Go back and get new I-9’s if not 100%
Use E-Verify
Best Practices
10. The government collected over $50-million dollars in fines
last year from improper and missing I-9’s
Interesting Fact
11. Participation in E-Verify is voluntary for most businesses
Mandatory for employers with federal contracts or subcontracts
Mandatory in 9 states
- AL, AZ, GA, LA, MS, NC, SC, TN, UT
Voluntary in New York but recommend
12. You must provide the following information:
- employee name, address, social security number, hire date
- employer name, address, employer ID
- if dependent health insurance benefits are available to the
employee and if so, the date the employee qualifies for the
benefits
- 20 days from date of hire or $25 fine
New Hire Reporting
13. Two reference checks for each employee
Fair Credit Reporting release form on file
Job description for each employee
Medical and workers comp in a separate file
Terminated employee files in separate drawer
Terminated employee files shred after 3-years of termination
Non-hired applications on file for 12-months (shred)
Other Employment Administration
14. Salary Test
- U.S. $455 per week
- New York $536.10 per week
- California $640 per week
Executive
- Manage business, department, division, group
Professional
- Doctors, dentists, professors, scientists, CPA/accountants, outside sales
Administrative
- HR, marketing, office managers, insurance agents
Exempt v. Non-Exempt
15. Must meet Three Criteria:
Office or non-manual work, which is
1. Directly related to management or general business operations of the employer or the
employer’s customers, and
2. A primary component of which involves the exercise of independent judgment and
discretion and
3. Matters of significance
Administrative Exempt
16. Annual review of contractor checklist
Contractor is incorporated (LLC, S-Corp, C-Corp)
W-9 on file
1099 produced annually
Contractor v. Employee
17. # Yes or No
1 Can the worker make a profit or suffer a loss as a result of the work, aside from the
money earned from the project?
2 Does the worker have an investment in the equipment and facilities used to do the
work?
3 Does the person work for more than one company at a time?
4 Does the worker offer services to the general public?
5 Do you have the right to give the worker instructions about when, where, and how
to work? (control)
6 Do you train the worker to do the job in a particular way?
Independent Contractor Checklist
18. # Yes or No
7 Are the worker’s services so important to your business that they have become a
necessary part of the business?
8 Must the worker provide the services personally, as opposed to delegating tasks to
someone else?
9 Do you hire, supervise, and pay the worker’s assistants?
10 Is there an ongoing relationship between the worker and yourself?
11 Do you set the worker’s hours?
12 Must the worker spend all of his or her time on your job?
Independent Contractor Checklist
19. # Yes or No
13 Must the individual work on your premises, or do you control the route or location
where the work must be performed?
14 Do you have the right to determine the order in which services are performed?
Independent Contractor Checklist
• Risks
• Overtime, back pay
• Social security, taxes
• Benefits, Vacation
• Retirement
• Penalties
20. OSHA is actively pursuing small businesses
OSHA
21. Hazardous Communication Right to Know
- Poster
- Annual training
MSDS Sheets
- All chemicals in the facility on file
- Employees aware of MSDS
Emergency Evacuation
- Plan
- Annual Drill
Minimum Compliance
22. All Injuries Documented
- OSHA 301 Injury Report
- OSHA 300 Monthly Log
- OSHA 300A Annual Summary
- Risks
$1K for each missing 301 Injury Report
$1k for each year for missing 300 Log
Minimum Compliance cont.
23. Area Average Fine
Hazardous Communication & Right to Know $281
Employee Training $447
Training Requirements (safety mtgs, evac drills, etc.) $465
Head Protection $511
Wiring Design and Protection $542
Ladders $698
Aerial Lifts $961
Fall Protection $1,160
Evacuation Plans $2,110
General Requirements $2,182
Average OSHA Fines
24. Have an up-to-date Employee Handbook
Handbook should be clear, concise and lean
Unemployment claims and EEOC charges
Employee Handbook
25. Employment Interviews√
Sexual Harassment
Terminations
Age Discrimination
Types of EEO Litigation
26. Have a policy
Policy is the first policy in your employee handbook
Communicate the policy
Provide annual employee training
Employees sign off on policy annually
Enforce the policy as it is written
Investigate all complaints
Resolve complaints promptly
Sexual Harassment Best Practices
27. Train managers on how to discipline employees
Communicate and document
If discipline is not written, it doesn’t exist
If document isn’t signed, it doesn’t exist
Honest communication
Follow proper steps when terminating over 40
Termination Best Practices
28. FMLA
401K Plans
Patient Protection and Affordable Health Care Act
Additional Topics
29. Family Medical Leave Act
- Requirements
50 or more employees
Worked for 12-months at the company
Worked 1,250 hours (avg. 24-hours per week)
- Employee Entitled
Up to 12 consecutive weeks
Unpaid leave
Personal illness, birth of a child, adoption, foster care
Intermittent leave (hourly, daily or weekly)
Reduced schedule to care for loved one
Care for spouse, child under 18, parent
FMLA
30. Ensure compliance with ERISA and DOL
Common Mistakes
- Following plan document guidelines?
- Is there an investment policy in place that is followed?
- Are fees and investment performance reviewed annually?
- Are participant fees disclosed?
- Are quarterly or semi-annual fiduciary reviews conducted?
401K Plans
31. Health Care Reform
Effective January 1, 2014, any business with 50 or more employees will have
to offer health care or pay penalty
- Penalty starts at $40,000
- Increases $2000 for each additional worker over 50
32. Plan Requirements
Plan must cover 60% of health care expenses
Must cost employee less than 9.5% of his/her family salary
If coverage deemed substandard, penalty goes to $3,000/employee
33. Individual Mandate
Everyone must have some sort of coverage
by 2014
Entrepreneurs – will have to buy for
themselves
Not complying will cost $95 or 1% of income
(higher of the two)
Exchanges up and running by 2014
34. What we do
- Provide strategic and tactical HR solutions for small business
Part-time HR Director
- Starting at $1,000 per month
Annual Membership Program
- $500 per year
Our Company
36. Compliance Audit
Recommendations to Mitigate Risks
Customized Application
Onboarding Checklist with all employment forms
I-9 Training (Power Point)
Reference Request form
Fair Credit Reporting Release form
Employee Orientation Power Point
Exempt v. non-exempt review
Contractor v. employee review
Membership Program
37. Hazardous Communication Training Power Point
OSHA Forms (301, 300, 300A) Training
Customized Employee Handbook
Online Sexual Harassment Training Video
Online Training on How to Communicate and Document Discipline
8 Job descriptions
8 Performance evaluations linked to business profitability
Will create any HR tool you need to run your business
Membership Program cont.
38. Unlimited phone calls or emails to review employee issues, questions or
concerns
- Employee performance issues
- HR compliance issues
- Contractor v. employee
- Exempt v. non-exempt
- Recruiting and retention challenges
- EEO & harassment complaints
- Safety challenges
Membership Program cont.