reducing employment law liability for small businesses
DESCRIPTION
This is a helpful guide for Small Businesses to help understand the importance of employment law liability. They have fewer resources to spend on advertising to grow the business. There is another area where small companies are at a disadvantage namely, Liability under Employment Law. Managers in small companies must wear many hats and are not formally trained in Employment Law. Unfortunately, this situation can create extreme liability regarding being able to protect against Employment Law violations. Most small companies cannot afford to have a person on staff that is formally trained in Employment Law. HR Professionals are highly trained and skilled and because of that they command high levels of compensation. Most small companies cannot afford to pay an HR Professional, so generally the Company Owner or Office Manager will try to fill that role. Large companies have a full staff of Employment Law Professionals on staff to put procedures in place to lessen the potential of Employment Law Claims. Learn more at: www.HRforHire.comTRANSCRIPT
How to Limit That Liability
March 29, 2012 - Staffing Industry Analysts Report
EEOC/PHRC Charges
Law Suits
Loss of Trust in Management
Reputation
Employee Handbook • Federal and State Policies
• Company Policies
• Safety and Health
• Benefits
Federal: FLSA, OSHA, EEOC, FMLA,
ADAAA, Others
State: W/C, PHRC, Others
ADA and ADAAA Compliant
Signed by Employee
Signed off by Management Personnel
Keep in Personnel File
Questions Essential Functions Focused
Legal Pitfalls/Small Talk
What Can/Cannot be Asked
Employment Application (Legal and
Completely Filled Out)
Keep Critical Incident Files: Locked and
Not Part of Employee File
Short, Factual Entries
If in Doubt (if could lead to disciplinary
action), Have Another Management
Witness Present
Exempt/Non Exempt Status
Overtime Requirements
Child Labor
Other
Discrimination
Sexual and General Harassment Training
ADAAA
Age Discrimination in Employment Act
Others
Healthcare Provider Panel
Notification of Panel and Captive Period
Employee Signature
Keep in Personnel File
Handbook Receipt
Business Ethics & Confidentiality
Substance Abuse Policy Receipt
W/C Panel
Job Description
Sexual Harassment & Substance Abuse Training
Equipment Receipt
Others
Hostile Work Environment
Quid Pro Quo (This for That)
DI D YOU KNOW:
Affects Performance (Focus, Caring,
Attitude)
Increases Healthcare Costs
Increases Absenteeism
Increases Employee Accidents
Spreads Among Employees
Abhorrent Behavior
Potential Loss of Clients
Driving Liability
Us vs. Them Attitude
Drug Free Workplace Act
Reasonable Suspicion Training
Compliance
Employee Injury Form
W/C Panel (6 Healthcare Providers)
State Reporting Requirements
OSHA Posting Requirements
Right to Know
Allowable or Not
Separate Medical
Separate I-9
Separate Background Checks
HR for Hire
PO Box 20065
Lehigh Valley, PA 18002-0065
Phone: (610) 597-7426
Fax: (484) 281-3227
www.HRforHire.com