The best solution to a problem is prevention.
Proactively addressing employment practices issues in the workplace such as sexual harassment, discrimination, performance, and termination doesn’t cost money — it saves money!
Litigation Prevention
Are you confident that your organization is complying with Federal, State, and local mandates? Employment laws and regulations change each year and keeping up is difficult and time consuming. Sikich offers a range of services to ensure that you're meeting your legal obligations:
Human Resource Compliance Reviews
We will assess your current HR functions and processes to determine compliance, strengths, and improvement opportunities. You will have a clear report of your legal obligations, current “best practices”, process improvement, and other relevant recommendations that will add value to your bottom line.
Policy and Procedure Development
Whether you have tens or hundreds of employees, well-written human resource policies and procedures protect your organization. Sikich will customize HR policies and procedures that serve as a roadmap for addressing workplace issues, including workplace health and safety, standards of conduct, leaves of absence, harassment, and termination. Not only do clearly stated policies and procedures minimize legal liability, but they also creates an environment focused on operational issues, not drama.
Employee Issue Investigations
When you need an experienced professional to resolve sensitive employee issues, Sikich can help. Whether you are dealing with charges of sexual harassment, discrimination complaints, or incidents involving drugs and alcohol, a third-party investigator provides an objective viewpoint. Sikich's expert team is available on-demand to perform a complete investigation of sensitive workplace situations. We investigate, document, and determine the best course of action to minimize the costs to your organization.
Legal Compliance Requirements of Federal Employment Laws based on Employees
All Employers, regardless of workforce size, must comply with:
- Civil Rights Act of 1866
- Consumer Credit Protection Act
- Employee Polygraph Protection Act
- Employment Retirement Income Security Act (ERISA) (if offering a pension or welfare plan)
- Equal Pay Act
- Fair Credit Reporting Act/Fair & Accurate Credit Transactions Act
- Fair Labor Standards Act (FLSA)
- Federal Income Tax Withholding
- Federal Insurance Contributions Act (FICA)
- Immigration Reform and Control Act (IRCA)
- Labor Management Relations Act
- National Labor Relations Act (NLRA)
- Occupational Safety & Health Act (OSHA)
- Rehabilitation Act of 1973 (if Federal contractor)
- Uniform Guidelines for Employment Selection Procedures
- Uniformed Services Employment & Re-employment Rights Act of 1994 (USERRA)
- Vietnam Era Veteran’s Readjustment & Assistance Act (if Federal Contractor >$25k)
- Whistle Blower Statues
Employers with 2 or more employees:
- Comply with all above and
- Health Insurance Portability & Accountability Act (HIPPA) (if providing a group health plan)
Employers with 15 or more employees:
- Comply with all above and
- Pregnancy Discrimination Act
- Americans with Disabilities Act (ADA)
- Civil Rights Acts of 1964
- Equal Employment Opportunity Act-Title VII (EEO)
Employers with 20 or more employees:
- Comply with all above and
- Age Discrimination in Employment Act (ADEA)
- Consolidated Omnibus Budget Reconciliation Act (COBRA)
Employers with 25 or more employees:
- Comply with all above and
- Drug Free Workplace Act (if Federal Contractor >$25k)
Employers with 50 or more employees:
- Comply with all above and
- Executive Order 11246 (Affirmative Action Plan ,AAP, mandated for Federal contractors >$50k)
- Family Medical Leave Act (FMLA)
Employers with 100 or more employees:
- Comply with all above and
- Worker Adjustment Retraining Notification Act (WARN)