COMPLIANCE ISSUES FOR YOUR BUSINESS OR NON-PROFIT ORGANIZATION:
Most business owners, companies and merchants have many questions about the complex array of federal, state, and (in some cases) city laws, regarding anti-discrimination statutes, wage and hour / over-time laws, labor laws, Family Medical Leave Act, and independent employer vs. employee status. If your business does not correctly comply with these statutes, it can lead to hefty government fines or penalties, audits and follow-up audits, expensive losses from employee lawsuits, and other costly consequences. Common questions from business owners, non-profit agencies, and employers include the following:
Q: Do we have people working for our business as independent contractors? Is that the correct classification? How do we correct any misclassification, to avoid IRS and / or New York State Department of Labor penalties?
Q: What are our obligations as an employer under the anti-discrimination statutes, in terms of having written reporting policies for our employees, providing notice to our employees about their rights, and handling discrimination complaints? How do we set these policies up in the best way, to protect us from potential or actual employee lawsuits?
Q: When do we have to pay an employee for sick leave, or for time-and-a-half over-time pay? What exactly are our company’s obligations, as an employer, when handling sensitive situations around the Family Medical Leave Act, a reasonable accommodation request by an employee, or a complaint of sexual harassment?
Q: What notice to our employees are we required to post, regarding their rights under federal and state law? Where are we supposed to post such notification in our workplace?
With The Law Office of Eric M. Sarver in your corner, we can help your business, company or non-profit, in addressing these questions. Eric Sarver is an experienced attorney, who will guide you and your business through the complex maze of compliance, while helping your business to be free from potential penalties or other complications. Whether your company needs help remedying non-compliance, or wants to make sure that you are in compliance with federal, state and city laws before any problems or headaches arise, our firm will direct you and your company or business each step of the way: drafting policies, implementing changes, and making sure that your business maintains compliance with all of the federal and state labor and employment laws – including laws that govern employee classification (independent contractors vs. employees), wages and over-time pay policies, anti-discrimination laws, and compliance with the Family and Medical Leave Act (FMLA), among other vital federal and state laws.
Working with you as a team, we’ll help get your business, company or non-profit organization on the right track to compliance. Feel free to contact us for a consultation (click “contact us”).
Most business owners, companies and merchants have many questions about the complex array of federal, state, and (in some cases) city laws, regarding anti-discrimination statutes, wage and hour / over-time laws, labor laws, Family Medical Leave Act, and independent employer vs. employee status. If your business does not correctly comply with these statutes, it can lead to hefty government fines or penalties, audits and follow-up audits, expensive losses from employee lawsuits, and other costly consequences. Common questions from business owners, non-profit agencies, and employers include the following:
Q: Do we have people working for our business as independent contractors? Is that the correct classification? How do we correct any misclassification, to avoid IRS and / or New York State Department of Labor penalties?
Q: What are our obligations as an employer under the anti-discrimination statutes, in terms of having written reporting policies for our employees, providing notice to our employees about their rights, and handling discrimination complaints? How do we set these policies up in the best way, to protect us from potential or actual employee lawsuits?
Q: When do we have to pay an employee for sick leave, or for time-and-a-half over-time pay? What exactly are our company’s obligations, as an employer, when handling sensitive situations around the Family Medical Leave Act, a reasonable accommodation request by an employee, or a complaint of sexual harassment?
Q: What notice to our employees are we required to post, regarding their rights under federal and state law? Where are we supposed to post such notification in our workplace?
With The Law Office of Eric M. Sarver in your corner, we can help your business, company or non-profit, in addressing these questions. Eric Sarver is an experienced attorney, who will guide you and your business through the complex maze of compliance, while helping your business to be free from potential penalties or other complications. Whether your company needs help remedying non-compliance, or wants to make sure that you are in compliance with federal, state and city laws before any problems or headaches arise, our firm will direct you and your company or business each step of the way: drafting policies, implementing changes, and making sure that your business maintains compliance with all of the federal and state labor and employment laws – including laws that govern employee classification (independent contractors vs. employees), wages and over-time pay policies, anti-discrimination laws, and compliance with the Family and Medical Leave Act (FMLA), among other vital federal and state laws.
Working with you as a team, we’ll help get your business, company or non-profit organization on the right track to compliance. Feel free to contact us for a consultation (click “contact us”).