HR Solutions

Are you compliant?

Companies must adhere to Federal Labor Laws by Number of Employees… Are you compliant?

1-14 Employees

  • Civil Rights Act 1964 and Civil Rights Act 1991, Title VII (for employment agencies and labor organizations). See 15-19 for other employers.
  • Consumer Credit Protection Act of 1968
  • Employee Polygraph Protection Act (1988)
  • Employee Retirement Income Security Act (ERISA) 1974 (if company offers benefits)
  • Equal Pay Act of 1963
  • Fair Credit Reporting Act (1970)
  • Fair Labor Standards Act (FLSA) (1938)
  • Federal Insurance Contributions Act of 1935 (FICA) (Social Security)
  • Health Insurance Portability and Accountability Act (HIPAA) of 1996 (if company offers benefits)
  • Immigration Reform & Control Act (IRCA) (1986)
  • Labor-Management Relations Act (Taft-Hartley) 1947
  • National Labor Relations Act (NLRA) 1935
  • Occupational Safety and Health Act (1970)
  • Uniform Guidelines of Employee Selection Procedures (1978)
  • Uniformed Services Employment & Re-employment Rights Act of 1994

11-14, add

  • Occupational Safety & Health Act (OSHA) (1970) (maintain record of job related injuries and illnesses)

15-19, add

  • Civil Rights Act of 1964 Title VII, Civil Rights Act of 1991
  • Title I, Americans with Disabilities Act of 1990, (ADA)

20-49, add

  • Age Discrimination in Employment Act (1967) (ADEA)
  • Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)

50 or more, add

  • Family and Medical Leave Act of 1993 (FMLA)
  • EEO-1 Report filed annually w/EEOC if organization is a federal contractor

100 or more, add

  • Worker Adjustment & Retraining Notification Act of 1988 (WARN)
  • EEO-1 Report filed annually w/EEOC if organization is not a federal contractor

Federal Contractors, add

  • Executive Orders 11246 (1965), 11375 (1967), 11478 (1969)
  • Vocational Rehabilitation Act of 1973
  • Drug Free Workplace Act of 1988
  • Vietnam-Era Veterans Readjustment Act of 1974
  • Davis Bacon Act of 1931
  • Copeland Act of 1934
  • Walsh-Healy Act of 1936
  • Service Contract Act (1965)

A Day in the Life of Human Resources

Recruitment

  • Employee selection
  • Proper interviewing
  • Hiring

Retention

  • Utilizing the first 90 days of employment
  • Compensation package: Benefits and Payroll
  • Job descriptions
  • Employee relations
  • Training and development

Wellness

…A little Wellness Goes a Long Way!

Employer Benefits By Receiving:

  • Better attendance
  • Lower health insurance premiums
  • Lower workers compensation costs
  • Happier more productive employees
  • Decrease turnover
  • Increase performance and productivity
  • Personal and professional balance
  • Quality of life
  • Improved employee morale and company image

Concerns of Wellness Programs:

  • Can be expensive If not maintained/ not committed to wellness programs there will be no positive return
  • Does not result in immediate savings
  • Time consuming (employees are away from their job duties)
  • Whose time is used? The companies’ or the employee’s?
  • Health Insurance Portability and Accountability ACT (HIPAA) concerns
  • Employee Assistance Programs  (EAP)
  • Others who do not take advantage of the wellness program may affect coworkers negatively.

Leading Causes of Stress in the Workplace:

Lack of personal control over workplace changes:

  • Reductions in force
  • Major departmental reorganizations
  • Mergers and acquisitions

Personal:

  • Lack of time
  • Physical health
  • Lack of joy
  • Family relationships
  • Friends/social life
  • Lack of self-esteem
  • Marriage/primary relationship

Studies Find...

  • Working out (the importance of sweating) in a rescent study claims that those who exercise, missed 40% fewer workdays than those who did not exercise regularly.
  • Employees will stay on the job for workplace health and wellness programs.
  • Health screenings, nutrition programs, blood pressure monitoring and stress management had the greatest impact on corporate healthcare costs

Compliance

  • American Disabilities Act (ADA)
  • Employment Law
  • “AT-WILL”
  • Equal employment opportunity
  • Department of Labor
  • Anti-Harassment
  • Policies
  • Procedures
  • Prevention of lawsuits

Termination

  • Severance
  • Retirement
  • Lay offs RIF (reduction in force)
  • Employee voluntarily terminates employment
  • Turnover (cost)