These are confusing times when it comes to workplace dynamics and employment law. As an employer, you face a growing, constantly changing web of regulations from agencies on the regional, state and federal level. Most recently added to the mix are Covid-19 guidelines. How do you manage it all and ensure that you stay compliant while keeping your business and employees protected?
A Labor Law Snapshot
You often have to dig deep to find the answers you need, in order to avoid costly mistakes or litigation. Staying educated on labor law is just plain smart – and good business. Chances are, your employees are confused about one or more issues, and it’s your job to provide clarity when it comes to such areas as:
- Worker classification: Laws on state and federal levels may not share the same definitions or details. For instance, there are specific guidelines regarding whether a person is considered an employee or an independent contractor. Misclassification can create serious problems related to workers’ compensation, unemployment benefits and other employment matters. Workers misclassified as independent contractors bear the full burden of FICA and Medicare taxes, which could double the amount they pay. And the list goes on.
- Licensing and certification: If certain workers require licenses or certifications to perform their jobs, it’s your professional responsibility to know the pertinent details, rules and government parameters. If you have locations or staff in more than one state, laws may differ according to location.
- Compliance with DOL, OSHA, FLSA, FMLA, and the EEOC: It’s a real alphabet soup of government agencies. If you employ more than 10 people, you are subject to OSHA (Occupational Safety and Health Administration) injury and accident reporting rules and inspections. FLSA (the Fair Labor Standards Act) covers myriad areas related to wages and overtime pay. FMLA (Family Medical Leave Act and the Nursing Mothers’ Rights Act) regulations apply to business with 50 or more employees. And the EEOC (Equal Employment Opportunities Commission) covers a vast amount of ground to prevent employment discrimination when hiring, firing, promoting, training, setting wages and benefits, and preventing harassment.
Partner with a Pro to Ensure Compliance
If this isn’t enough to leave you completely befuddled, there are many more agencies, rules and regulations that crop up when it comes to complying with labor laws. The good news is: You can turn to a business partner who specializes in risk management and compliance to take this daunting responsibility off your already overflowing plate.
Looking for A Better Way?
Lyons HR is a professional employer organization accredited by the Employer Services Assurances Corporation – a distinction earned by only about 5 percent of all PEOs. In addition, we are certified by the Internal Revenue Service, giving our clients the greatest security and assurances available in the employment industry. And, one of our specialty areas is labor law compliance. We assist clients nationwide to minimize their employment risks and protect their business assets. Contact us today so we can tell you more.