HR Compliance
Protect the workplace and take care of your people by strategizing your employer obligations to fit your business.
Keeping pace with your employer regulations can be a headache for small business owners. But ignorance is not an excuse that will get you out of fines or penalties if non-compliance occurs. That’s where Avanta comes in.
Business owners can build goodwill and limit liability risk by understanding the processes of hiring, training, and terminating employees as well as documenting with Plain Language agreements like employment contracts, Policies, including a Handbook or Code of Conduct, etc.
Hiring Employees
When it comes to bringing on new employees, it’s important to have a standardized process that ensures consistent treatment of applicants, to lower the risk of discrimination claims from disgruntled applicants.
Prepare Ahead of Time
Create specific parameters for the open position BEFORE you begin the hiring process including a job description, overtime exemptions, and salary ranges.
Be Consistent with All Applicants
The key to avoiding a discrimination claim is to use the same hiring steps for each applicant for a particular position or job category—no matter who they are or how they found you.
Prepare for Interviews
Standardize the interview process to ensure that each interviewer fully understands their responsibilities, essential functions, and company policies.
Training Employees
Training does not cost money, it saves money!
The reality is that training is NOT just for big companies and it only takes ONE employee to file a complaint.
Training your people, especially SUPERVISORS, on their legal responsibilities is vital in today’s climate. At Avanta, we offer affordable, convenient, and practical HR Compliance trainings. We make it easy for you to implement trainings that make a difference in your workplace. Call us today to protect your workplace.
Code of Conduct Policies
Whether it details the day-to-day expectations of your team or outlines the specifics of operations, your Code of Conduct Policies are a useful way to communicate your expectations and answer commonly asked questions.
Current
Failure to comply with new or amended laws may create additional exposure for legal issues with your workers.
Clear
Use Plain Language and avoid legal jargon. Your people cannot follow rules they do not understand.
Professional
Avoid excessively casual or overly friendly language as it may result in policies being taken less seriously.
Realistic & Relevant
Do not impose unrealistic or irrelevant expectations on team members. Use common sense and professional advice to create functional and realistic policy expectations.
Accessible
Provide your team with copies of written policies (and have documentation that they received them) and review policies with them at least once a year.
And More!
Your Plain Language docs for your team members, when written correctly, provides clear guidance and easy-to-understand procedures for everyone from CEO to any new hire.
Make your Plain Language Docs a tool to protect your workplace environment, not a stumbling block! Ensure all policies and procedures are supported by a business purpose. Be aware that such policies often are used as exhibits in litigation. Policies should: (1) comply with applicable law; (2) demonstrate your commitment to comply with the law; and (3) accurately reflect your actual practices.
Resignation and Termination
Anytime you lose a team member, whether through willful resignation or the need for termination, it is important to follow your designated process to protect your property and records while avoiding unwanted liability or litigation.
Get it In Writing
These documents can be helpful if a worker later disputes that their termination was voluntary or, if terminated, the reasons that led to that decision.
Secure Your Property
Have the worker return equipment like laptops and computer peripherals as well as documents and corporate credit cards to ensure there are no loose ends.
Do it Right
Employee and Independent Contractor lawsuits and loss of workplace morale are both costly outcomes, so seek Biz Compliant advice early to determine whether termination is the appropriate action.
Seeing a team member go is always hard, but there’s no reason to go through with it unprepared. With Avanta, we can help you implement appropriate policies to protect your workplace environment and avoid costly mistakes.
Schedule a Call”Dana Ball provides exceptional service and her knowledge of the small business owner needs far exceeds any other attorney. If you want to get things done and done accurately, Dana Ball is your solution!
”The Avanta team is amazing! They are so knowledgeable and very easy to discuss items that tend to be stressful, when running a business. Dana really knows her stuff and will treat you and your staff with respect and professionalism.
”Dana Ball and her staff have been really good to work with. From the minute I contacted her office, everything has gone very smooth and as planned. I definitely recommend her and her office to anyone who needs her services.
