You Don’t Have To Pay High Attorneys Fees to Get Professional Employment Law Advice

Wage and Hour compliance:
Should your employees be compensated by the hour or should they be salaried?
Are they exempt or non-exempt from overtime pay?
Are they employees or contractors?

Family and Medical Leave:
What is your obligation to employees?
Do you have to continue pay and benefits?
When can you discharge someone on FMLA?

Americans with Disabilities Act:
Is your company in compliance?
Do your job descriptions meet ADA requirements?
Are your hiring practices in compliance with the ADA?

Personnel Files:
Do your personnel files contain the required information?
Are you keeping personnel and payroll files for the legal time-period?
Is there information in your personnel files that isn’t supposed to be there?

Human Resource Audit:
Not sure what you need? Let us tell you what you need to be in compliance.

HIPAA plans and policies:
Does your company need to be in compliance?
Are you keeping employee and client medical information confidential?

COBRA Compliance:
If your company offers health, vision, flexible spending accounts, life insurance or any other employee benefits, you are required to send COBRA notifications to your employees.
It is not up to your benefit administrators or insurance companies.

Sarbanes – Oxley:
Don’t be the next Enron… do you feel confident with your financial policies and procedures?
Do you have checks and balances for your accounting department?

Affirmative Action Plans and Policies:
If you have $50,000 or more in Federal Contracts this includes FEMA – and 50 or more employees, you are required to take pro-active steps to hire minorities, women and veterans.
Do you have the documentation proving these active steps?

Immigration Regulations:
Are your I-9 forms completed properly and filed seperately from your
personnel files?
Are you hiring individuals who are legally able to work in the United States?