40 Service Law Topics Every Employer Should Address

1–10: Employment and Hiring Practices

Laws on Recruitment and Hiring

Ensure hiring practices conform to anti-discrimination laws such as Title VII and the Equal Employment Opportunity Act.

Background Checks

Know limitations of checks on criminal, credit, and social media background checks.

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Offer Letters and Employment Contracts

Employ straightforward contracts detailing job descriptions, remuneration, and terms for termination.

Employee Classification

Classify workers as employees or independent contractors avoiding legal complications.

At-Will Employment Policies

Clearly articulate at-will policies, while ensuring termination practices do not violate discrimination laws.

Equal Employment Opportunity (EEO)

Ensure equal opportunities in hiring, promotion, and termination without bias.

Probationary Periods

Establish policies for probationary periods and clearly communicate expectations.

Pre-Employment Testing

Ensure tests are job-related and non-discriminatory.

Work Authorization and Immigration Compliance

Verify employment eligibility using Form I-9 and comply with immigration laws.

Reasonable Accommodations

Modify hiring processes for applicants with disabilities under the ADA.

11–20: Compensation and Benefits

Minimum Wage Compliance

Pay at least the federal, state, or local minimum wage, whichever is higher.

Overtime Rules

Follow FLSA for the treatment of overtime for non-exempt employees.

Equal Pay

Comply with the Equal Pay Act to avoid wage discrimination.

Payroll Deductions

Only allowable deductions should be taken from pay, such as taxes or benefits.

Employee Benefits Compliance

Follow ERISA, COBRA, and other directives in health and retirement benefits.

Timekeeping Systems

Accurate records of hours worked help prevent disputes over wages.

Incentive and Bonus Policies

Well-defined structures of performance-based pay will be known to all employees.

Paid Leave Laws

Comply with state or local requirements for paid sick leave, family leave, and other types of paid time off.

Expense Reimbursement

Reimburses employees according to state law for work-related expenditures.

Fair Workweek Scheduling

Follow predictive scheduling laws, where applicable.

21–30: Workplace Safety and Conditions

Occupational Safety and Health Act (OSHA)

Ensure and maintain a safe workplace through proper training and hazard identification.

Workplace Violence Prevention

Develop policies to address potential violence. Train employees how to handle this situation.

Workers’ Compensation

Workers’ Compensation Coverage

Protect employees from work-related injuries and illnesses.

Anti-Harassment Policy

Eliminate sexual harassment and other forms of workplace harassment.

Whistleblower Protection

Provide a means for employees to voice concerns without fear of retaliation.

Substance Abuse Policy

Comply with state law on drug testing and substance abuse.

Emergency Preparedness

Develop and communicate plans for workplace emergencies.

Telecommuting Policy

Establish expectations for telecommuting employees, including expenses and time tracking.

Ergonomics and Wellness

Promote ergonomic practices and wellness programs to minimize health risks.

Accommodations for Disabilities

Ensure workplace accommodations comply with the ADA.

31–40: Workplace Conduct and Policies

Employee Handbooks

Distribute and update handbooks with all workplace policies and procedures.

Anti-Discrimination Policies

Reinforce commitment to preventing discrimination based on race, gender, religion, age, etc.

Grievance Procedures

Provide employees with clear channels to report concerns.

Disciplinary Actions

Standardize disciplinary processes to ensure fairness and consistency.

Termination Procedures

Follow proper steps to avoid wrongful termination claims.

Non-Disclosure Agreements (NDAs)

Protect sensitive company information with NDAs.

Non-Compete and Non-Solicitation Agreements

Make such agreements enforceable under state law.

Social Media Policies

Provide guidelines for how employees should act online regarding their work.

Data Privacy and Security

Put safeguards in place protecting employees’ and clients’ private information.

Training Programs

Engage in and monitor regular training sessions for employees and management on matters of compliance, diversity, and workplace safety.

These are all core legal and operational issues faced by employers. Proactive engagement and updating on these issues leads to compliance and reduces legal risks.

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