Office Management & HR
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employer-provided vehicles, respondeat superior, vehicle liabilities, employer liability, employee negligence, negligence, employer responsibility, vehicles and your business
Your liability as an employer under various employment laws, including wage and hour law, payroll taxes, and anti-discrimination laws depends on various factors including whether your workers are classified as employees and the number of employees you have working for you.
Hiring employees requires employers to use various qualifications and screening to determine which applicants are best-suited for the positions being filled. Recent scrutiny of employers’ criminal background policies for discriminatory practices by the Equal Employment Opportunity Commission make it clear that employers must examine their own practices to avoid claims based on disparate impact. Update: District Court dismisses EEOC suit alleging disparate impact.
As a result of health care reform, health care coverage for certain individuals and employees will be available through health insurance exchanges or marketplaces beginning in 2014. The Patient Protection and Affordable Care Act amended the federal Fair Labor Standards Act to require employers to provide employees and new hires with written notice of the existence of the exchanges and information about health care coverage through them. The Department of Labor has issued guidance for employers regarding the content of the notice, which is required effective October 1, 2013. The Department also revised its model COBRA continuation coverage election notice to include health care exchange information.
When selling or soliciting in the workplace is minimal, it's typically a non-issue. However, if this activity is causing disruption or perhaps even intimidation or harassment, you may want to consider a no solicitation workplace policy.
Employers can use contracts to help avoid having independent contractors and temporary workers classified as employees.
A popular and efficient method to collect information about applicants for employment positions is to use job applications. You can use a standard form or customize one, but you must be sure that the information you request (or the way you request it) doesn't violate anti-discrimination laws.
Leasing workers from an agency may be the staffing solution that's the best fit for you and your business. A big benefit of leased employees is that the administrative work such as taking care of the payroll responsibilities and keeping records is handled by the employment agency.
You have three alternatives available for acquiring the equipment to fill your business needs: buying or leasing the equipment or using personal assets you already own in your business. Using assets you already own can be a big money-saver.
Setting up your equipment productively will enable you to work in an efficient and comfortable manner, do more in less time, and spend less money. In time, you will also have to make decisions regarding repairing or replacing broken or obsolete equipment. There are several factors which should be considered when making this decision, as well as different disposal methods if you decide to go that route.
Federal and state wage and hour laws may require you to display posters in your workplace describing minimum wage and overtime pay requirements.
Federal law requires covered employers to comply with certain wage and hour posting rules. Individual states may have posting requirements that you must comply with as well.
Federal and state wage and hour laws may subject you to recordkeeping requirements. If you or your employees are covered, you'll want to familiarize yourself with the required information that must be kept, how long it must be kept and if a specific method of retention is required for compliance.
Once you have workers and employees to consider, managing your workplace becomes much more complex. As an employer, you will need to familiarize yourself with topics as diverse as complying with wage and hour laws to raising employee morale.
Understand COBRA, who must provide it and an employer's COBRA duties.
How to determine whether it's time to dispose of a business vehicle, and the key decisions that you should make if you think that the time has come to get rid of a vehicle.
Equipping your business encompasses first determining your equipment needs, then acquiring the items you need and finally, using that equipment productively.
Small business owners should carefully consider their business facility needs so that they can select the right site and location for their business.
To protect your business you must accurately assess the risks you face and choose insurance accordingly. To protect against losses that may occur to your business, insurance policies are available that cover equipment, real property and buildings, inventories, and other business assets. If you run your business out of your home, don't assume that your homeowner's policy covers your business property or any liabilities you incur in the course of running your business.
The Occupational Safety and Health Administration (OSHA) has the authority to inspect a workplace and issue citations and impose penalties for violations of government safety regulations. Certain facts are a defense to a citation and variances from a safety standard are available in limited circumstances.
When you change your agent to BizFilings, we pay the state's change of agent filing fee. We cover all 51 jurisdictions.