Business law requires a constant update on what are the rules and regulations of your industry. More specifically, employment law has a major impact on a business. Every business owner should have a strong working concept of the employment laws in their country, state and town. Depending on the various laws, employees and employers must abide by certain rules. In this post, we’ll cover the basics of employment law that you should know throughout the business.
HR must continually recruit, hire and retain employees. In these processes, you are responsible to ensure that the human resources department is following all the HR employment basics required by law. This includes hiring without discrimination of race, gender, national origin, age, religion or disability. For example, if HR uses an address verification system, the company could be liable. Then, the employees must be compensated fairly above the national and state wage minimums. If additional benefits are offered, they must also be offered according to local employment laws. Certainly, your HR activities have a significant role in upholding employment regulations.
When managing employees, several laws must be upheld. Many times, the business owner, like yourself, also manages employees. While doing so, you must practice fair and non-discriminatory management techniques. Everyone must be treated equally while maintaining safety and health standards set by the Department of Labor. If this is not upheld, employees can hire an employment attorney to seek compensation. Of course, a well crafted, transparent management strategy will help adhere to local labor laws.
While working, employment laws protects employees on the job. Employees usually carry out a service like Soros fund management or production at the place of business. The working conditions should be reasonably free of safety and health hazards. These standards are set by the Occupational Safety and Health Administration (OSHA) in the United States. To ensure safe working conditions, you should be paying close attention to your production department. Everything should be in compliance with the workplace safety laws.
The rise of social media has created new employment law basics. New cases have landed employers in court. Whether it is because an employee posted inappropriate images on a company profile or posting about customer complaints, social media marketing as several implications. Furthermore, employees are protected under the National Labor Relations Act (NLRA). Thus, your Facebook business manager can not necessarily be fired for posts on social media. There may have to be more sever repressions. While the social media employment law rules are still developing, you can have strict policies in place to protect your business.
Many small businesses or cheap franchises use an employment law attorney to help them stay compliant. Once your business reaches a certain size, you might have a small team of lawyers for employment cases. This department can play a critical role in handling unemployment compensation claims, harassment policies and discrimination cases. Depending on the size of the business, your legal department can alleviate many of the employment law issues that often arise.
These employment law basics are a good start for business owners. You should have a good understanding of how these labor laws can influence the various operations of your business. When ready, consider hiring employment law lawyers that can keep you protected. Many employment attorneys are experienced in various business claims, including HR, management and production. Of course, try to use your best common sense approach to social media. Additionally, if your company is large enough, consider creating a legal department to run your employment law handbook.