What You Don’t Know May Hurt You

Let me jump right to the point: Do you know if you are in compliance with the employment regulations?

Even if you have only one truck with one employee, you are subject to more federal, state, and local employment laws than you probably realize (at least 12 with only one employee!). As you add employees to your workforce, you add complexity … and more employment regulations. If you have employees in multiple states, it can even be even more complicated.

If you are discovered to be out of compliance with a local, state, or federal regulation, your business could have to pay a hefty fine, be put on probation, or taken out of the running to bid new jobs. And, perhaps most importantly, your company’s reputation could take a significant hit.

So where do you start?

First, remember that regulations were established to protect employees, not punish employers. That could be a tough one to digest, but as a manager or owner, you want to do all you can do to protect your people.

Next, familiarize yourself with the federal, state, and local regulations that impact you. We’ve included a chart at the bottom of this post with some of the key federal regulations impacting businesses. Talk to your company attorney to get a comprehensive list pertaining to your company.

Third, one of the best things you can do to reduce exposure is to document everything. You don’t need to put detailed notes in an employee’s file (unless that’s your jam), but by keeping accurate, timely, and consistent records, you’re going to minimize risk— for your employee, yourself, and your company.

Finally, make a good faith effort and be honest. A trusted advisor once told me, “Advice is free. Errors are costly.” If you’re unsure about an issue, call an agency, check out a website, or email your company’s attorney. If you are honest with an agency, they are far more likely to work with you to correct and move beyond any errors.

Bonus note: It can be difficult to discern which regulation takes precedent. Instead of guessing, follow this guideline: The strictest regulation wins. If you comply with the most conservative regulation, you likely will be in adherence with all others.

Would you like to develop a documentation plan that is simple, usable, and works for you? One size doesn’t fit all, and HR Resolutions can customize a system that works for you, your employees, and your company. Do you need help figuring out the HR regs that impact your team? We can help you get started. Email us today.

REGULATORY TABLE