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.
Most employers have heard at least one of these demands from their employees:
“You have to give me two 15-minute breaks.”
“You owe me overtime pay for last week.”
“You can’t make me work on Sundays.”
This webinar reveals the truths behind seven common employee misconceptions about time and pay laws. We’ll reveal the real truths behind these demands, according to the latest regulations. Just as important, you will walk away with a better understanding of how to protect your rights as an employer.
You will learn:
What the law really says about breaks (you may be surprised!)
When you can — and can’t — force employees to work on weekends and holidays
Whether or not you must pay employees for time spent traveling, training and commuting to work
Legal methods for minimizing overtime pay
When you should consider going above and beyond what the law requires
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
Get Paid: An Employees Guide to Wages, Overtime and Severance in PennsylvaniaCurley & Rothman, LLC
You should have a basic understanding of some of the more important aspects of Pennsylvania employment law in order to ensure that you recognize a violation by an employer, should one occur. Learn more about wages, overtime and severance in Pennsylvania in this presentation.
CFO Compliance Guide 2019 | Paycor - New York- Long IslandAdam J. Brier
Top Concerns by Chief Financial Officers that impact revenues, margins and using benchmark analytics is critical for profit, and non-for-profit organizations.
Startup Your Startup: Tips and Tricks for Founders at the Starting LineDavid Ehrenberg
When it comes to setting up your business, there are a lot of t's to cross and i's to dot before you can take off. This presentation, from Justworks and Early Growth Financial Services, provides a handy checklist of those things you need to consider and take care of (properly!) when you're starting up, including setting up an EIN, securing SUI, choosing your corporate entity, registering trademarks, and more.
12 Tricks Employers use To Cheat Their EmployeesRichard Celler
Want to know how employers cheat their employees of rightful compensation for work?
See the 12 ways companies cheat their workforce in order to avoid paying fair wages for work completed. When an employer violates the law to pay staff less than they are rightfully owed - it's wage theft. Unfortunately, all too often they get away with it when people don't know their rights and what employment law protections apply. People don't need to be taken advantage of at their job, the law provides options to pursue recovery for lost rightful wages and for damages caused by other illegal workplace violations.
Check out the 12 common tricks employers use to cheat their workers, and if feel you have been a victim yourself, you can contact me and get questions about your case answered for free.
Most employers have heard at least one of these demands from their employees:
“You have to give me two 15-minute breaks.”
“You owe me overtime pay for last week.”
“You can’t make me work on Sundays.”
This webinar reveals the truths behind seven common employee misconceptions about time and pay laws. We’ll reveal the real truths behind these demands, according to the latest regulations. Just as important, you will walk away with a better understanding of how to protect your rights as an employer.
You will learn:
What the law really says about breaks (you may be surprised!)
When you can — and can’t — force employees to work on weekends and holidays
Whether or not you must pay employees for time spent traveling, training and commuting to work
Legal methods for minimizing overtime pay
When you should consider going above and beyond what the law requires
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
Get Paid: An Employees Guide to Wages, Overtime and Severance in PennsylvaniaCurley & Rothman, LLC
You should have a basic understanding of some of the more important aspects of Pennsylvania employment law in order to ensure that you recognize a violation by an employer, should one occur. Learn more about wages, overtime and severance in Pennsylvania in this presentation.
CFO Compliance Guide 2019 | Paycor - New York- Long IslandAdam J. Brier
Top Concerns by Chief Financial Officers that impact revenues, margins and using benchmark analytics is critical for profit, and non-for-profit organizations.
Startup Your Startup: Tips and Tricks for Founders at the Starting LineDavid Ehrenberg
When it comes to setting up your business, there are a lot of t's to cross and i's to dot before you can take off. This presentation, from Justworks and Early Growth Financial Services, provides a handy checklist of those things you need to consider and take care of (properly!) when you're starting up, including setting up an EIN, securing SUI, choosing your corporate entity, registering trademarks, and more.
12 Tricks Employers use To Cheat Their EmployeesRichard Celler
Want to know how employers cheat their employees of rightful compensation for work?
See the 12 ways companies cheat their workforce in order to avoid paying fair wages for work completed. When an employer violates the law to pay staff less than they are rightfully owed - it's wage theft. Unfortunately, all too often they get away with it when people don't know their rights and what employment law protections apply. People don't need to be taken advantage of at their job, the law provides options to pursue recovery for lost rightful wages and for damages caused by other illegal workplace violations.
Check out the 12 common tricks employers use to cheat their workers, and if feel you have been a victim yourself, you can contact me and get questions about your case answered for free.
White Paper: Complying With Regulations Regarding Temporary Workersss
The use of temporary workers is growing in the United States, now representing 22% of the total workforce. Temporary workers are referred to as freelancers, non-employees, indirect workers, agency contractors, consultants, interns, independent contractors, and many other terms.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Fair Dismissal".
Are you classifying your workers correctly? There are times when you must pay someone as an Employee, and times when you can pay them as an Independent Contractor. Learn the differences so you don't run afoul of IRS rules!
This presentation explains the distinction between independent contractors and employees and advises employers how to avoid the costly errors of misclassifying employees as contractors.
Are you classifying your workers correctly? There are times when you must pay someone as an Employee, and times when you can pay them as an Independent Contractor. Learn the differences so you don't run afoul of IRS rules!
This webinar gives you an in-depth overview of the most common H-1B visa alternatives and strategies to obtain work authorization for your foreign born employees. Learn about E-2, L-1, O-1, TN and other visa options to hire qualified professionals now, extension of F-1 OPT EADs, H-1B cap exemptions, and green card options as alternative to H-1B visas.
All Americans with overseas bank accounts exceeding $10,000 must file an FBAR with the IRS by June 30. This presentation shows how to complete the form quickly and easily.
TOPICS
- Changes to rules regarding who is eligible for overtime and opportunities for compliance
- Chicago’s new family & sick leave law ordinance
- New EEOC guidance on reasonable accommodations and when leave must be provided
- Changes in joint employment standards that could make you liable for other companies’ actions
- New wellness program requirements
- The Defend Trade Secrets Act and new "magic language" for employee agreements
- EEOC pay reporting requirements
- and more…
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2021/
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/view-webinar/?id=261915068&slides=8FFUUS9Gyz9IpR
You only get one chance to make a first impression, so you want to make sure you’re your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
White Paper: Complying With Regulations Regarding Temporary Workersss
The use of temporary workers is growing in the United States, now representing 22% of the total workforce. Temporary workers are referred to as freelancers, non-employees, indirect workers, agency contractors, consultants, interns, independent contractors, and many other terms.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Fair Dismissal".
Are you classifying your workers correctly? There are times when you must pay someone as an Employee, and times when you can pay them as an Independent Contractor. Learn the differences so you don't run afoul of IRS rules!
This presentation explains the distinction between independent contractors and employees and advises employers how to avoid the costly errors of misclassifying employees as contractors.
Are you classifying your workers correctly? There are times when you must pay someone as an Employee, and times when you can pay them as an Independent Contractor. Learn the differences so you don't run afoul of IRS rules!
This webinar gives you an in-depth overview of the most common H-1B visa alternatives and strategies to obtain work authorization for your foreign born employees. Learn about E-2, L-1, O-1, TN and other visa options to hire qualified professionals now, extension of F-1 OPT EADs, H-1B cap exemptions, and green card options as alternative to H-1B visas.
All Americans with overseas bank accounts exceeding $10,000 must file an FBAR with the IRS by June 30. This presentation shows how to complete the form quickly and easily.
TOPICS
- Changes to rules regarding who is eligible for overtime and opportunities for compliance
- Chicago’s new family & sick leave law ordinance
- New EEOC guidance on reasonable accommodations and when leave must be provided
- Changes in joint employment standards that could make you liable for other companies’ actions
- New wellness program requirements
- The Defend Trade Secrets Act and new "magic language" for employee agreements
- EEOC pay reporting requirements
- and more…
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2021/
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/view-webinar/?id=261915068&slides=8FFUUS9Gyz9IpR
You only get one chance to make a first impression, so you want to make sure you’re your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
Background screening processes seem like a mystery to everyone outside of the employee screening industry. What is pre employment & post employment background checks, how does it take place?, What's the process? To answer some of the commonly asked questions about pre-employment background checks we have compiled a list of such questions that can help you better understand the need and its process in general.
How to Request Your Payslip in SingaporeParker adam
A payslip is an important document that contains a record of an employee's salary, deductions, and contributions. It serves as proof of employment and earnings, which is crucial for tax purposes, loan applications, and other financial matters.
If you're an employee in Singapore, it's your right to receive a payslip, and this article will help you understand the process of requesting one.
The purpose of this article is to provide a step-by-step guide on how to request your payslip in Singapore.
Whether you need a copy of your payslip for personal reasons or for official purposes, this article will explain the necessary steps and procedures you need to follow.
By the end of this article, you'll have a clear understanding of your rights, the information you need to provide, and the different ways you can make the request.
Your Rights to a Payslip
Under the Employment Act of Singapore, employees are entitled to receive a payslip that contains specific information, including the gross and net pay, the itemized breakdown of deductions, and the total hours worked.
The payslip must be given to the employee within one working day after the salary is credited to the employee's account.
In Singapore, employers are required to issue payslips to their employees at least once a month. If an employee is paid weekly, the payslip must be issued within one working day after the end of each week.
The frequency of payslip distribution may vary from company to company. Still, it is important for employees to keep track of their payslips to ensure accuracy and to have a record of their earnings.
Preparing to Request Your Payslip
Before you make a request for your payslip, it is important to gather all the necessary information.
This may include your full name, employee number, date of birth, and the period for which you need the payslip.
It is also helpful to have your contact information, such as your email address and phone number, readily available.
The next step is to determine the appropriate person to contact to request your payslip. This could be your HR representative, your direct supervisor, or the finance department.
You can find this information on your company's website, by speaking with a coworker, or by checking with HR.
Once you have determined the appropriate person to contact, it is important to approach them professionally and with all the necessary information.
Making the Request
There are several ways to request your payslip in Singapore. These include:
Visit the HR or finance department in person to make a request for your payslip. This method is ideal if you need to ask questions or have a more in-depth discussion about your pay.
Send an email to the HR or finance department to request your payslip. This method is convenient and allows you to have a record of your request.
Call the HR or finance departments to make a request for your payslip.
Understanding What Comes Up in a Background CheckLucas Group
You’ve landed a great job and the only thing left to do is give your new employer permission to run a professional background screening. Before you sign on the dotted line, it’s natural to ask yourself, “What do employers look for in a background check?” As it turns out, the answer can vary depending on your local laws as well as the type of position you’re pursuing. Keep reading to learn more about what comes up on a background check, and how you can address any negative aspects of your personal or professional history.
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.
2. What We’re Covering:
Compliance 101
What not to ask in an interview
Covering your bases in the offer letter
Navigating new hire paperwork with ease
Reporting new hires to the state
Purchasing worker’s comp insurance
3 common compliance mistake and how to avoid them
3. Congratulations are in order —
you’re ready to hire an employee!
Hiring an employee is an important milestone that speaks well to
your company’s trajectory. A plethora of positives come with
hiring.
• Growing your business
• Increasing efficiency and productivity
• Strengthening your office culture
4. But hiring is not without its perils.
If you lack the requisite knowledge, you could end up with serious
headaches down the road. Hiring new people is a complex process.
You’ll face:
• Discrimination laws
• Tax withholdings
• Background check restrictions
6. What Not To Ask in an Interview
Your responsibility to stay compliant begins before you’ve even
hired someone.
7. What Not To Ask in an Interview
1 Age
What NOT to ask:
How old are you? How long have you been working?
What to ask:
How long have you been working in this industry?
Age discrimination laws cover all applicants and employees 40 and older. Unless
you have to confirm a minimum age for employment purposes, don’t ask about
age or even high school and college graduation dates.
8. What Not To Ask in an Interview
2 Pregnancy
What NOT to ask:
Are you pregnant? Do you plan on getting pregnant in the future?
What to ask:
What are your long-term career goals? Is there anything you
foresee interfering with regular attendance or your ability to work
overtime?
Asking questions about pregnancy, children, or maternity leave violates
gender discrimination laws. Just don’t bring it up.
9. What Not To Ask in an Interview
3 Race, Ethnicity, National Origin
What NOT to ask:
Are you a United States citizen? What is your native language?
What is your birthplace or national origin?
What to ask:
Are you authorized to work in the U.S.?
What languages do you speak, read, and write fluently?
Don’t ask questions or make comments about race, ethnicity, or national
origin.
10. What Not To Ask in an Interview
4 Religion
What NOT to ask:
What religious holidays do you observe?
What to ask:
Are you able to work our required schedule?
Also, avoid asking about affiliations with organizations such as clubs, unions,
and social groups. Professional associations are fair game.
11. What Not To Ask in an Interview
5 Drug Use and Criminal History
What NOT to ask:
Have you ever used illegal drugs?
Have you ever been arrested?
What to ask:
Do you currently use illegal drugs?
Have you ever been convicted of a crime?
You can run into trouble with the Equal Employment Opportunity
Commission if you make decisions based on an applicant’s criminal history
that result in discrimination against members of certain ethnicities or races.
13. Drug Testing
Once you have a candidate in mind, there are a few more tasks to
complete before hiring.
First, drug testing prospective employees is always a good idea.
Employees under the influence file worker’s compensation claims
at much higher rates.
Remember to follow state and federal laws when obtaining consent.
14. Offer Letter: What to Include
1 Title and position
2 Starting salary or hourly wage
3 Expected start date
4 Any benefits the employee will be entitled to
5 Statement that the employment is at will, followed by a clear explanation of
what that means and how the at-will relationship can be altered in the
future.
6 While this is optional, you might want to include any non-compete and
nondisclosure agreement expectations. For example, will your employees
be free to work for competitors in the near future or start their own
companies and hire away your employees?
15. Stay on the IRS’ Good Side
First, you’ll need an employer identification number (EIN). You’ll use this
number on tax forms and other paperwork for the IRS.
Next, verify the employee’s eligibility to work in the U.S.
and complete an I-9 form.
Do this within three days of hiring. You don’t have to
submit this form to the government; keep it on file for
three years after the hire or one year after termination,
whichever is later.
If you don’t complete an I-9 properly, you could get
slapped with hefty fines, so be sure to read up on I-9
compliance.
16. Stay on the IRS’ Good Side
Finally, you’ll need to set up records for withholding taxes.
On or before your employee’s first day, get a signed withholding exemption
certificate, known as a W-4, and submit it to the IRS.
Visit your state’s tax site to find out if you’re also required to withhold state
taxes.
Every year, you’ll need to file a W-2 detailing your employee’s withheld wages
and taxes, as well as IRS form 941 for employers.
17. Registering With and Reporting to the State
At the state level, you have two tasks ahead of you:
The compliance rules are a bit more complicated when hiring remote workers. A
remote worker is considered an employee of his or her state, not your company’s
home state. This means you’ll have to deal with the department of labor, I-9 forms,
and payroll taxes of that state.
Register with your state’s
department of labor (DOL)
in order to facilitate
payment into the
unemployment
compensation fund.
Report your new hire
to the appropriate
state agency for child
support tracking
purposes.
18. Purchasing Worker’s Compensation Insurance
Every business that has employees must carry worker’s compensation
insurance through a commercial carrier or be self-insured through a state
program.
Most major carriers offer worker’s comp policies. Depending on your state’s
laws, you may also have the option of participating in a state-sponsored
insurance program or offering proof of self-insurance.
19. Posting Required Notices
Federal law requires some employers to post certain posters in the workplace
that inform your employees of their rights and responsibilities under employment
laws.
The poster that nearly all employers must display is the Fair Labor Standards Act
(FLSA) minimum wage poster.
Depending on your company’s characteristics, you may also have to post
additional notices, such as the Occupational Safety and Health Administration
(OSHA) poster. The DOL website has a Poster Adviser to help you figure out
what you need to display.
20. 3 Common Hiring Mistakes, and How to Avoid Them
1. Conducting overly broad background checks
On one hand, not performing a background check can result in
an action against you for negligent hiring if your employee then
commits a tort of some kind (e.g., assault). On the other hand, an
overly broad background check can cause trouble too. If you
perform a background check, get consent, restrict it to job-related
information, and keep the results confidential.
21. 3 Common Hiring Mistakes, and How to Avoid Them
2. Improperly filing new-hire paperwork
Remember that you only have a few days after hiring to file
certain paperwork with the IRS. Make sure you complete the
W-4 and I-9 properly. Even if you’re certain your employee is
authorized to work in the U.S., you could face fines for not
completing the I-9 form correctly. Also, be sure to start a
personnel file for each new hire. Document performance
reviews, policy violations, and reasons for performance-based
termination, if applicable.
22. 3. Having an insufficient employee handbook
The employee handbook makes clear what you expect from your
employees and what they can expect from you. Explicitly
enumerating company policies can help you if lawsuits or claims
arise down the road. For example, an employee can’t make a
worker’s comp claim for an injury that resulted from a violation of
company policy.
3 Common Hiring Mistakes, and How to Avoid Them
23. Everything you need to take care of your team.
Benefits. HR Tools. Compliance. Payroll &
Payments.
24. Schedule a free consultation today.
Call (888) 534-1711 or
email experts@justworks.com
Editor's Notes
The interview process is often ground zero for employment law violations. Inappropriate interview questions can run afoul of discrimination laws, potentially resulting in a lawsuit.
Here are a few thorny topics that might come up during an interview and tips for handling them legally.
The interview process is often ground zero for employment law violations. Inappropriate interview questions can run afoul of discrimination laws, potentially resulting in a lawsuit.
Here are a few thorny topics that might come up during an interview and tips for handling them legally.
The interview process is often ground zero for employment law violations. Inappropriate interview questions can run afoul of discrimination laws, potentially resulting in a lawsuit.
Here are a few thorny topics that might come up during an interview and tips for handling them legally.
The interview process is often ground zero for employment law violations. Inappropriate interview questions can run afoul of discrimination laws, potentially resulting in a lawsuit.
Here are a few thorny topics that might come up during an interview and tips for handling them legally.
While it might seem like superfluous paperwork, an initial offer letter is one of the smartest precautions you can take. A clear offer letter puts the employee and employer on the same page, which helps forestall wrongful termination suits.
While it might seem like superfluous paperwork, an initial offer letter is one of the smartest precautions you can take. A clear offer letter puts the employee and employer on the same page, which helps forestall wrongful termination suits.
What is worker’s compensation? It protects your company if an employee suffers a job-related illness or injury.
A worker’s comp policy will pay the employee benefits, thus reducing costly injury-related litigation.
You can’t take compliance with employment laws seriously enough. If you’re audited and found noncompliant, the associated costs may be too much for your business to absorb. To ensure that doesn’t happen to you, we’ve compiled a list of the most common mistakes employers make when hiring employees.