The Government Burden of Doing Business
No company makes a hiring decision without a rigorous cost-benefit analysis that explores the cost of the hire and the cost of termination. In addition, the analysis needs to incorporate a host of federal government mandates, where appropriate. As your business grows, are you prepared to manage the responsibilities that come with your success? Consult your human resource and legal professionals to determine the full cost of compliance.

Use the following list for a quick check of your firm’s compliance with federal human resource requirements.

Thresholds and Federal Responsibilities Checklist:

ONE EMPLOYEE?

  • Minimum Wage
  • Overtime, Medicare,
  • FICA, Military Selective
  • Service Act, Equal Pay Act,
  • Social Security
  • (match money, make deposits),
  • Immigration Reform, Federal
  • Unemployment Tax Act

15 EMPLOYEES? Add:

  • Civil Rights Act,
  • Americans with Disabilities Act
  • Federal Contract of $2,500? Add:
  • Rehabilitation Act
  • Federal Contract of $10,000? Add:
  • Executive Order 11246,
  • Vietnam Era Veterans Readjustment Act
  • Federal Contract of $25,000? Add:
  • Drug-free Workplace Act

20 EMPLOYEES in Industry Affecting Commerce? Add:

  • Age Discrimination Act
  • 50 EMPLOYEES? ADD:
  • Family and Medical Leave Act
  • Federal Contract of $50,000? Add:
  • Written affirmative action plan

100 EMPLOYEES? Add:

  • WARN Act,
  • Submit EEO-1 form
  • Offering benefits? Add:
  • ERISA - standards for
  • Benefits and welfare plans,
  • Older Worker Benefit
  • Protection Act

OFFERING BENEFITS AND HAVE 25 EMPLOYEES? Add:

  • Health Maintenance
  • Organization Act

TERMINATING EMPLOYEES? Add:

  • COBRA - continuous health insurance Vested portion of pension

WORKING WITH A UNION? Add:

  • National Labor Relations Act
© Debbie King, Evolution Management, Inc.  All Rights Reserved.
 
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