Recruitment & Hiring Compliance
- Non-Discriminatory Practices: Ensure compliance with Equal Employment Opportunity (EEO) laws to avoid discrimination based on race, gender, age, religion, disability, or other protected categories.
- Job Postings: Verify that job ads comply with federal and state requirements, including non-discriminatory language and wage transparency where required.
- Background Checks: Ensure background and credit checks comply with the Fair Credit Reporting Act (FCRA) and any applicable "ban the box" laws.
- Pre-Employment Testing: Verify that any skill or aptitude tests used during the hiring process are job-related and non-discriminatory.
- I-9 Form Completion: Ensure proper completion and storage of Form I-9 to verify employment eligibility, including regular audits for compliance.
Employment & Labor Law Compliance
- Fair Labor Standards Act (FLSA): Ensure proper classification of employees as exempt or non-exempt based on duties and salary.
- Minimum Wage: Confirm compliance with federal, state, and local minimum wage laws.
- Overtime Pay: Ensure non-exempt employees receive appropriate overtime pay (time and a half) for hours worked over 40 per week.
- Meal and Rest Breaks: Verify compliance with state-specific requirements for meal and rest breaks.
- Employee Handbooks: Provide employees with an up-to-date handbook covering all company policies, including anti-harassment, code of conduct, leave policies, etc.
Employee Rights & Protections
- Equal Employment Opportunity (EEO): Ensure the company complies with EEO regulations, including Title VII, the ADA (Americans with Disabilities Act), and the ADEA (Age Discrimination in Employment Act).
- Family and Medical Leave Act (FMLA): Ensure eligible employees are provided with up to 12 weeks of unpaid, job-protected leave for qualified medical and family reasons.
- Pregnancy Discrimination Act (PDA): Verify that policies and practices comply with the PDA, providing reasonable accommodations for pregnant employees.
- Reasonable Accommodations: Ensure compliance with ADA requirements by providing reasonable accommodations to employees with disabilities.
- Whistleblower Protection: Ensure policies protect employees from retaliation for reporting unethical or illegal activities.
