COMPLIANCE
federal
and
state
laws |
|
Complying with
today’s regulatory
requirements can be
an ongoing drain on
an employer's
resources.
Demonstrating
compliance with
complex regulatory
and industry
mandates is
unforeseen costly
resource drain in
the workplace.
Organizations
that do not have
solutions in place
to proactively
prepare for these
state and federal
industry standards
are often caught by
surprise.
Addressing
compliance
requirements can be
vague and unclear at
times and
organizations are
called on to comply
with multiple
regulations and
often do not have
the knowledge,
skills or tools to
reduce risk.
In order to
stay in compliance,
organizations must
implement
comprehensive and
sustainable
compliance programs.
Our
tools
are
designed
to
provide
a road
map that
will
help
reduce
the
cost,
complexity
and risk
of
maintaining
compliance
programs
that are
line
with
industry
regulatory
standards.
|
|
Understand your
responsibilities as an employer.
Avoid non-compliance of Labor
Laws. Penalties may include:
-
Missed
meal
breaks
- In one
of the
biggest
meal-break
settlements
in
California,
United
Parcel
Service
in 2007
agreed
to pay
$87
million
to more
than
10,000
drivers
in
California
to
settle a
class-action
lawsuit.
Sutter
Health
settles
with 38 employees
in
November
which
totaled
$410,336,
averaging
roughly
$10,798.
-
Work
Eligibility
Compliance
(Form
I-9) -
Mistakes
can cost
you $110
to
$1,100
per
mistake.
-
HIPPA
Security
Compliance
- Civil
penalties
are up
to
$1,000
per
violation,
up to
$25,000
per
person.
Criminal
sanctions
for
knowing
misuse
or
disclosures
of
protected
health
information carry
fines of
$50,000
to
$250,000
and one
to ten
years
imprisonment.
-
Federal
and
California
Employment
Posters
- may be
subject
to
criminal
penalties,
as well
as civil
liability
actions,
including
assessments
of up to
$7,000.
-
Delayed
final
paychecks
- The
waiting
time
penalty
is an
amount
equal to
the
employee’s
daily
rate of
pay for
each day
the
wages
remain
unpaid,
up to a
maximum
of 30
calendar
days.
Penalties
accrue
not only
on the
days
that the
employee
might
have
worked,
but also
on
non-workdays.
-
Delayed
COBRA
Notification
- Could
result
in $110
per day.
-
Delayed
ERISA
Notification
- Could
result
in $110
per day.
-
Sexual
Harassment
Training
- If not
provided
by
employers
of 50 or
more
there is
no
monetary
penalty.
However,
California
could
issue
orders
to
comply
if a
business
is found
not to
have
conducted
training
and that
could
lead to
state
auditors
investigating
other
practices
of that
business.
|
|
|
|
|