Conducting periodic reviews of your human resources compliance is the cornerstone of your company’s “good faith” defense in the event of future litigation. It’s also a fraction of what a lawsuit could cost you.
Our consultants will conduct a thorough assessment of your company’s HR policies and procedures to identify compliance gaps, then recommend meaningful action and best practices. This will also prepare you for an actual government audit and protect you in the event of litigation.
Managing Family and Medical Leave (FMLA) requirements can be confusing and complex for even the most seasoned professionals. We’ll help ensure your FMLA compliance while minimizing the law’s burden to your organization. We’ll create or review your FMLA policy, as well as review open and recent FMLA cases for compliance and assess your overall case management process. We’ll also train your HR staff, supervisors, and employees on their rights and responsibilities.
Most employers average at least five errors per I-9 form. Our experts will help identify errors, omissions, and discrepancies in your forms, and suggest corrective actions. We’ll also help you implement industry best practices and create an I-9 policy or addendum to your hiring policy that ensures you have a documented and effective compliance process.
Each year, employers pay hundreds of millions of dollars in back wages for Fair Labor Standards Act (FLSA) violations. We’ll conduct an in-depth assessment of your wage and hour compliance by interviewing key stakeholders, reviewing job descriptions and employee classifications, auditing payroll and time-keeping records, and reviewing your existing policy or helping you develop a new one.
The courts have ruled that your company is liable for employment law noncompliance on the part of your staffing agency. We’ll help you make sure your staffing agency is compliant, giving you valuable peace of mind. Our audit will take a close look at your staffing agency’s compliance with the Immigration and Nationality Act (INA), the Fair Labor Standards Act (FLSA), and contractual obligations to minimize your company’s liability.
The FMLA applies to all:
Granting leave incorrectly can not only cost your company in productivity, morale, resources and profits, but denying an eligible employee FMLA leave puts your company at risk for a damaging lawsuit.
State and federal employment laws/regulations require all employers with at least one employee to post Employment Law Posters at each of their locations, in an area frequented daily by all employees. State-specific postings vary by state.
Purchase Employment Law Posters here.
All employers, regardless of company size, must have I-9 forms on file for all of their employees.
Any employer with two or more employees and $500,000 or more per year in revenue must comply with the FLSA. Federal contractors may have additional compliance obligations.
If you manage staffing agency employees, liability for violating employment laws does not stop at the temp agency. There is a high likelihood that your company would be named as a defendant in a wage and hour lawsuit.
Talk with a compliance specialist today at 844-803-0172 or fill out the form and we'll get in contact with you.
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