Organizations of all sizes face the daily challenge of complying with federal, state and local laws. More and more organizations indicate that maintaining compliance with regulations and reporting requirements is a driver for their organizational strategies.
No matter what approach your company takes to maintaining compliance, it all starts with knowing the rules. Only by staying on top of the ever-changing regulatory landscape can an organization hope to create, implement and maintain an effective compliance program. We've assembled some articles and answers to prominent regulation questions that are prevalent concern in the world of workforce management.
The Americans with Disabilities Act (ADA) applies to a lot of organizations—all public employers and any private employer with 15 or more employees. Nevertheless, there’s a lot of confusion about what the law requires and what its terms entail. A big reason for this confusion is the language of the law itself; the ADA speaks of nebulous concepts like undue hardship and reasonable accommodation. This article will help to sort out some of the more confusing language in the ADA.
The EEOC enforces discriminatory employment laws, such as discrimination based on age, race, gender, sexual orientation, and disability. While the most frequently filed charges remain involved with race, sex, and retaliation allegations, many complaints deal with age and retaliation charges. No matter how petty a complaint seems, every employer should take every employee complaint seriously.
You have employees fill out the W-4 so you can withhold the correct federal income tax from their pay when processing payroll. You should consider having employees complete a new Form W-4 each year. However, an employee may submit a new W-4 anytime they have personal or financial changes. Often, they’ll submit a new form when they know they’ll be changing exemptions, adjustments, deductions, or credits on their return.
An employee injured themselves while on break and had to be taken to urgent care. Does this injury fall under workers’ compensation even though it occurred during a break? Whenever you are made aware of an employee injury or accident during the workday or at the workplace, your best course of action is to file a claim with your workers’ compensation carrier.
How to properly pay for travel time can be very confusing. Whether or not an employer needs to compensate a non-exempt employee for travel time depends much on the type of travel involved. In general, you will to keep in mind four rules-of-thumb regarding employee travel.
Unless there is a contract or agreement to the contrary, employers are under no obligation to keep an employee on during their resignation notice period or to provide them with compensation for the duration of that period. However, there are a couple of issues to consider before accepting an employee's resignation early.
Job descriptions are not required by law, but they’re certainly great to have and serve several purposes. Often, the responsibility for writing and organizing job descriptions falls to the human resources team. Here are three points to keep in mind.
With the growing advancement of recording technology and its application in the workplace, some employers have established electronic surveillance recordings of workplace activities as well as recordings of in-person staff meetings for future reference. Employers, however, also need to be aware of federal and state laws that place restrictions and penalties on wiretapping.
Should employers get permission from employees before posting pictures of them on the company website or social media accounts? In today’s age of social media, many or most of a company’s employees may already have their photos posted on the internet. Privacy legislation still requires an employer to seek consent, however, before posting photos of employees online.