compliance

Employers in the U.S. have a legal responsibility to provide a safe workplace for workers. The Occupational Safety and Health Administration (OSHA) requires employers to “provide a workplace free from serious recognized hazards and comply with standards, rules and regulations issued under the OSH Act.”

When the unexpected occurs, crisis management and disaster planning can make all the difference in maintaining smooth business operations. Disaster and business continuity planning is common in IT circles where most businesses take at least some steps to ensure they will be able to continue operating if their primary IT systems stop working due to outages, hacks, mistakes, inclement weather, and more.

More than half of U.S. workers (51%) have been part of an office romance, according to the 2015 Office Romance Survey from Vault, which produces workplace rankings and reviews. Most of these are just casual romances, but 10% actually found their spouse or partner at work! Unfortunately, workplace romances introduce a host of potential personnel issues for employers.
A new trend has emerged in government oversight of retirement plans like 401(k)s, and it’s not good news for small to midsize business owners. In fact, this couldn’t come at a worse time: a 2015 survey found that 67% of small business owners (SBOs) plan to increase their company contribution to employee 401(k) plans; and 30% of SBOs who don’t offer retirement plans currently, plan to do so in the future.
If you think your business gets a break from compliance matters just because federal law doesn’t mandate meal or rest breaks for employees, think again. In the absence of federal legislation, state law takes over.
Drug testing in the workplace can have positive outcomes for employers. One study published in The Journal of Global Drug Policy and Practice found that, after introducing a drug testing program, employee productivity improved at 19% of companies, employee absenteeism improved by 56%, workers’ compensation incidence rates fell from 14% to 6%, and net employee turnover decreased at 16% of companies.
Age discrimination in employment is prohibited in the U.S. by the Age Discrimination in Employment Act of 1967 (ADEA), but some unusual limitations restrict the federal law’s application.
Fundamentally, a professional employer organization, or PEO, handles HR and employee issues while business owners focus on their core expertise and revenue-generating activities. To that end, a PEO’s service model extends throughout the entire employee lifecycle from start-to-finish. Here’s how.
There’s a major regulatory change that will likely hit employers in 2016 under the Fair Labor Standards Act, potentially resulting in billions of dollars of additional expenses for U.S. employers. Here’s what you need to know.
While there may be a lot of reasons businesses choose to outsource their HR functions with a Professional Employer Organization (PEO), these are the top five reasons startups use PEOs.
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