How does your business measure up? Avoid common fines and penalties by making HR compliance a priority. 

We know you have a lot on your plate, and that you’re in the trenches every day making operational decisions, hiring, planning… It’s a lot. If you don’t have a dedicated HR team or professional on your staff, and many growing businesses don’t, you’re likely falling out of compliance with local, state, and federal regulations. We hate watching businesses throw money away on avoidable penalties. 

While it’s by no means comprehensive, we do have a quick HR compliance checklist for you to review. If you have these items covered, great! If you don’t, and could use the help and insight of a professional HR team, just let us know. 

Keeping compliant with your workplace benefits

Some benefits are elective, or optional, but others are required by law. That can vary a bit state-to-state, but here are few hot-button benefits to focus on:

  • Workers compensation. Most states require workers comp, offering specific benefits to employees with a jobsite injury. 
  • Unemployment insurance. The Federal Unemployment Tax Act makes it mandatory for you to pay taxes into federal and state unemployment funds. 
  • Health insurance. Do you have more than 50 employees? If so, health insurance becomes a requirement. 
  • COBRA benefits. If you have more than 20 employees with health insurance, COBRA makes it essential that you offer former employees the same level of coverage for 18 months after their employment ends. The exact guidelines vary state-to-state, so make sure you take a deeper dive into the requirements that impact you and your business. For example, Ohio offers a State of Continuation (mini COBRA) that lasts for 12 months, used specifically for smaller businesses.
  • Do you offer a leave of absence? There are specific state and federal laws in place that require different types of paid and unpaid leave. 
  • Disability insurance. Some states require that you have a safety net of disability insurance in place for employees who become sick or injured outside of work.

Mandatory hiring practices to maintain HR compliance

Bringing new hires on board? Keep this in mind:

  • Be sure that you’re familiar with the Equal Employment Opportunity Commission (EEOC), and that your hiring practices are in total compliance.
  • New employees must complete an I-9 verification form to confirm their eligibility within the required timeframe. Fines can range from $240-$2600 per non compliant employee! 

Losing time managing your own HR?

That’s where we come in, providing the expertise of a dedicated HR team that knows your business needs inside and out. Contact us today! We’d love to create a custom HR program tailored to fit your organization.