By ComplyRight –
Determining whether or not to fire an employee can be complicated. There are numerous personnel factors to consider, as well as critically important legal considerations. A single misstep can complicate the process and expose you to a potential lawsuit.
But it doesn’t have to be this way! With an eye toward proper progressive discipline in the workplace – and by following some important precautions — you can make the best choices for your business.
How to Document Performance Issues
Lack of solid documentation is the single most common mistake employers make when handling disciplinary situations or terminating an employee. Good records, on the other hand, can mean the difference between winning and losing a legal dispute. (more…)
By ComplyRight –
If you find employment laws confusing, you’re not alone. The 2018 National Small Business Compliance Pulse Survey, sponsored by ComplyRight, revealed that small business employers continue to be troubled by the increasing complexities of employment laws. According to the study, managing federal, state and local laws is the top concern among employers.
Employment laws are confusing. And one example is how labor law postings impact remote workers. You probably know you have to display current federal and state postings (and in some cases, city or county). But what about telecommuters? How are these employees supposed to receive this information?
When you have employees who work remotely, here are 5 things you should know about posting compliance for labor laws.
1) Remote employees must have access to postings
By law, you’re required to provide mandatory notices to all employees. Although the regulations don’t specify the format (paper or electronic), you’re responsible for communicating the same information to your home-based workers as those on-site. (more…)
By Jennifer Lobb –
For many small business owners, HR is a complicated web of internal and external policy, law, regulation, and documentation. Neatly packed into the HR box is an array of considerations and tasks that govern the relationships between your business and those you hire (or fire), as well as your business and the organizations that govern labor and industry (federal, state, and local).
For small business owners, failure to properly manage human resource tasks can quickly lead to substantial and detrimental personnel and legal problems. And while there are plenty of factors that must be considered to meet all HR responsibilities and factors, here are 5 common HR snafus that can sink your business:
1. Ignoring the value of an employee handbook and established workplace policies
Writing an employee handbook and a few workplace policies may sound like an exercise in rigidity, but for businesses of all sizes this type of documentation is invaluable when it comes to on-boarding employees, maintaining organization, and protecting your business should legal issues arise. (more…)
By ComplyRight –
The issue of sexual harassment in the workplace continues to attract extensive media coverage, as more victims are empowered to report misconduct against them.
Since the start of 2018 alone, the U.S. Equal Employment Opportunity Commission (EEOC) has filed or settled several high-profile sexual harassment lawsuits. Beavers’ Inc., which owns several Arby’s fast-food franchises, is among the latest companies to face the courts after the EEOC filed a lawsuit against them. The federal agency charged that the company broke the law when it subjected several teenage female employees at an Arby’s in Atmore, Alabama, to sexual harassment.
According to the lawsuit, an Arby’s team leader trainee repeatedly pressured young female workers to have sex with him, used sexually graphic language, and touched a female employee in an unwelcome and inappropriate manner. The lawsuit also revealed that, although these employees complained to supervisors and managers, Arby’s did not address the problem for several months until the harasser physically harmed one of the victims. (more…)
By ComplyRight –
Posting compliance is a lot more complicated than most people think. In fact, there are common misconceptions about this mandatory government requirement – even though it applies to every U.S. employer. Let’s look at the top three.
Posting Law Myth #1: Ignoring Posting Laws Carries No Risk
“Government fines are so small, it’s no big deal if we don’t post.”
“There are no poster police out there … so how would I even get caught?”
It’s not unusual for business owners to underestimate the importance of posting compliance or to think the risk is so minimal it doesn’t really matter. But this could get you in trouble.
First, when it comes to the fines, the amounts are steep — and they can add up significantly if you have violations at multiple locations. On just the federal level, fines can be more than $33,000 per location for posting violations.
On a state and local level, the government posting fines are typically between $100 and $1,000 per violation. (Each posting carries its own fines, because every agency and posting law is different.) (more…)