As Soon As Your Business Employs A Single Person (Even A Freelancer), Employment Compliance Is Your Legal Responsibility

DID YOU KNOW…?
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First Off, I Have To Congratulate You!

Getting your business to the point where you need a team to support you is quite an accomplishment.

Whether you’re just thinking about hiring your first freelancer or you already have a team of a couple dozen people working for you full time…

I see you & all the hard work it took to get here. GREAT JOB.

And also, you need to know that as SOON as you started hiring people—even a 1099 contractor—a lot of potential land mines appeared underneath the surface of your business.

(Whether you know it or not.)

All of a sudden, your conduct as an employer may be subject to an alphabet soup of laws and regulations.

  • The Fair Labor Standards Act (FLSA)
  • Title VII of the Civil Rights Act of 1964
  • Americans with Disabilities Act (ADA)
  • Family and Medical Leave Act (FMLA)
  • Equal Pay Act of 1963 (EPA)
  • Florida State Statutes
  • Department of Labor (DOL) Regulations
  • Internal Revenue Service (IRS) Regulations

 

Which means that you now need to act in a manner that adheres with ALL laws & regulations when it comes to your employees.

What The Heck Does Employment Compliance Even Mean?

These laws include things like…

… and a whole lot more.

Why Do I Call These “Land Mines”?

Because the internet & social media has made the average employee FAR more informed of their rights. (More than ever before.)

Which is a GREAT thing! 

This also makes it more likely that if you are (unknowingly) acting OUT of compliance… you could get in BIG & expensive trouble.

Unfortunately, telling the courts you “didn’t realize” you were acting out of compliance doesn’t protect you from consequences.

Therefore, the courts may still find you liable whether you’re a business owner who…

  • Is knowingly CHOOSING to ignore these laws
  • Set up compliant policies, procedures, documentations, & completed a proper audit in the past… but much of it is now out of date
  • Set up everything listed above on paper, but haven’t actually enforced it
  • Didn’t even realize you were breaking laws

 

This is why it’s so important—whether you’ve already been subject to a Department of Labor investigation, or you’ve been sued by current or former employees, or you want to be proactive so you NEVER get in trouble…

… to get & maintain EXCELLENT Employment Laws Compliance at your company.

NOT TO SCARE YOU, BUT…

Even if the employee who sues you wins on only a tiny portion of their claim (like $200), it will still cost you big time. Because in addition to YOUR attorney fee, you’ll have to pay THEIR attorney fees AND something called “liquidated damages,” which could double the original amount owed. 

(This could all add up to over $1499.) 

And when ONE employee discovers a violation, other employees start filing suits as well. OR they all file a collective action together on behalf of a class of employees.

Which could all be avoided by getting compliant ahead of time for a few thousand dollars.

You Started This Business To Live A Life Of Freedom!  (Not To Spend Your Time Defending Yourself In Court.)

When you go ahead and get your company’s compliance with employment laws all squared away, NOT ONLY will you be able to rest easier at night…

But you’ll ALSO enjoy:

  • Happier employees
  • Lower turnover
  • Streamlined operations
  • A team that produces more
  • Systems that make you more money
  • Fewer headaches
  • Improved company culture

 

… and a whole lot more!

(All of which directly & positively affect your bottom line.)

What Does Hiring Me For Employment Compliance Look Like?

As with ALL of my one-on-one client work, I like to customize the services I offer based on what you actually want & need.

Each business (and team) is unique. And I don’t want to charge you for things you already have in place.

Our work together may include:

Conducting a Wage & Hour Audit
To make sure you’re paying a proper wage & overtime (when needed) to your team. To make sure that those who you AREN’T paying overtime are truly exempt in the eyes of the federal law. And to make sure that you’ve classified each team member correctly.
Creating Anti-Discrimination Policies
Which prevents conflict, decreases turnover, improves culture, and protects you from being sued, too.
Preparing Templated Documents
  • Employee Handbook with Policies & Procedures
  • Employment Agreements
  • Independent Contractor Agreements
  • Standard Offer Letters
  • Standard Job Descriptions
Consulting

On issues under federal & Florida law (I’m located in Miami!) that would ensure your business is compliant with applicable employment laws.

Your Next Step Is…

Let’s get this process started by figuring out what YOUR business needs, specifically. (Since every team is unique, we need to get on the phone to decide where we go 
from here.)

We can do that by booking a 30-Minute “Your Next Step” Consult Call.

During this call, I will…

  • Ask you questions about your team—employees, freelancers, and everything in between
  • Custom-create a plan that starts where YOU’RE at and gets you 100% compliant so you can rest easy at night 
  • Answer your questions & even give you legal advice when needed