The Small & Midsize Employers’
HR Compliance Guide

ADA … FMLA … COBRA … NLRA … FLSA.

You have to keep up with an alphabet soup of federal laws. Some apply if your organization has 10, 20 or 50 or more employees. Others apply if you have over 100. Still other laws require compliance if you have only one employee. And states have their own requirements.

Do you know which HR laws you must comply with … and which you can ignore?

Small and midsize employers waste millions of dollars (and hours) each year overcomplying with employment laws that only apply to bigger companies. On the flip side, some smaller companies are failing to follow laws that they mistakenly overlook.

Learn how to navigate through all this compliance clutter with The Small & Midsize Employers' HR Compliance Guide, hosted by attorney Anniken Davenport, the editor of HR Specialist’s Employment Law newsletter.

In easy-to-understand English (no legalese!), find out which employment laws your organization absolutely must follow (but maybe doesn't) and which laws you are following but probably shouldn't. Example:

• FMLA. Does your FMLA policy overpromise leave rights that aren't required by law? You'd be surprised how many do.
• COBRA. The 20-employee threshold for offering continuing health insurance is filled with specifics, including who is an "employee."
• Discrimination. Title VII applies to employers with 15 or more employees, but state laws may push that cap lower.
• Sexual Harassment and #MeToo. Know how to respond to sexual harassment complaints and why ALL your employees need to know their obligation to speak up.
• The ACA. Many provisions of the Affordable Care Act depend on employee size – either 1, 50 or 100. And what's the ACA's definition of a full-time employee? Plus, learn the latest on what's happening to the ACA in Congress.
• FLSA. Federal wage law applies to employers engaged in "interstate commerce." You'd think that would restrict the law to larger businesses, but the courts have interpreted that phrase broadly. Find out if you're overcomplying.
• The ADA. Does the 15-employee threshold mean small firms can't be sued for disability bias? Not so fast.
• Labor law. Think it's only about unions? The National Labor Relations Act affects the way every employer pays, manages and communicates with employees.
• USERRA. Which employers must hold employees' jobs open when they're out on military leave?
• Federal contractors. If you have federal contracts or subcontracts, you're subject to a whole new level of compliance – and your thresholds may be based on the value of your contracts, not the number of workers. Plus, find out which Obama-era contractor rules are now DEAD.
• What's an "employee"? It's important to know who the government considers an "employee" for threshold purposes – part-timers? Temps? Independent contractors? Employees of subsidiary companies?
• The latest on overtime rules and other administrative changes.

Size really does matter. If your job involves HR laws on any level, use this audio recording to find out if you're complying with the correct laws and regulations. Don't wait for a lawsuit to find out. Get in compliance today with The Small & Midsize Employers' HR Compliance Guide!

Sincerely,

Pat DiDomenico, Editorial Director
HR Specialist

P.S. Your satisfaction is unconditionally guaranteed. If The Small & Midsize Employers' HR Compliance Guide fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.

About Your Speaker:

Anniken Davenport is a noted employment law attorney and the editor of the HR Specialist state employment law newsletter series. She has authored several books, including Bullet-Proof Your Employee Handbook and Overtime & Other Tricky Pay Issues, published by HR Specialist. She is the co-author of the upcoming Labor & Employment Law for the 21st Century by Prentice Hall. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.

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