Keeping pace with Utah’s 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 vital agreements like employment contracts and the Employee Handbook.
When it comes to bringing on new employees, it’s important to have a standardized process that ensures consistent treatment of applicants, which will 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 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.
The Employee Handbook
Whether it details the day-to-day expectations of your employees or outlines the specifics of advancement, your Employee Handbook is a useful way to communicate your policies to employees and answer commonly asked questions.
Failure to comply with new or amended laws may create additional exposure for employee litigation.
Use plain language and avoid legal jargon. Employees cannot follow rules they do not understand.
Avoid excessively casual or overly friendly language, as it may result in policies being taken less seriously by employees.
Realistic & Relevant
Do not impose unrealistic or irrelevant expectations on employees. Use common sense, and legal advice, to create functional and realistic policy expectations.
Provide employees with copies of written policies (and have documentation that they received them), and review policies with employees at least once a year.
Your Employee Handbook, when written correctly, provides clear guidance and easy-to-understand procedures for everyone from CEO to new hire.
Make your handbook a tool to protect your workplace environment, not a stumbling block! Ensure all policies and procedures governing employees are supported by a business purpose. Be aware that the handbook often is used as an exhibit in litigation. Policies in the handbook should: (1) comply with applicable law; (2) demonstrate your commitment to comply with the law; and (3) accurately reflect your actual practices.
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”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.