Issue link: http://digital.nexsitepublishing.com/i/901018
3 Common HR Compliance Issues for Builders O ften, contractors overlook the one basic business foundation that can cause serious trouble if not done right: human resources compliance. Let's be honest: You'd rather focus time on your job site than on HR problems. That's why preparing and educating yourself for compliance challenges is essential. Consider the following as a general checklist for human resources compliance*. 1 TITLE VII OF THE CIVIL RIGHTS ACT This act bans discrimination in all phases of employment by employers on the basis of race, religion, color, sex, or national origin. This applies to employers with 15 or more employees. Title VII also prohibits employment decisions based on stereotypes and assumptions about abilities, BY GARY THOMPSON PRIMEPAY traits, or the performance of individuals of certain racial groups. Title VII also prohibits the harassment of employees. As an employer, you are required to take appropriate steps to prevent these issues and your employees should know the appropriate procedures for reporting violations. Your company should provide adequate training and strong written communication regarding these practices.½ 2 OTHER HR POLICIES NOT BEING FOLLOWED Title VII is just one of a plethora of policies that all employers must follow. For example, do you know the regulations of the½Family Medical Leave Act (FMLA)½for your state? Or how about the specifics of the½Occupational Health and Safety Administration (OSHA)? This one is huge for builders. Since January 1, 2015, employers are required to report the following work-related incidents to OSHA: • Fatalities • Inpatient hospitalizations of one or more employee • Amputations • Loss of an eye Work-related fatalities are to be reported within eight hours of learning about the incident. Hospitalizations, amputations, or loss of an eye need to be reported within 24 hours. OSHA now has new requirements for submitting reports online. Visit www.OSHA.gov/ injuryreporting to learn more. If you don't have a human resources expert on staff, the nuances of these laws could get overlooked and your business could see significant consequences. 3 DATA ENTRY ERRORS Attention to detail is key when it comes to completing jobs to your customer's specifications. The same goes for human resources. With every new hire comes½new paperwork½and the need for data entry. As a builder, you might not have access to online services, so you deal with hard copies of Forms I-9 and W-4s, 401(k) enrollment documents, and other benefit- related bookkeeping. These documents are transferred to different departments and manually entered, risking administrative error. For example, two weeks on the job and your new hire is being deducted the wrong amount for taxes—it's no surprise that this will cause headaches for everyone. BOTTOM LINE: STAY COMPLIANT TO AVOID COSTLY CONSEQUENCES Legislation is constantly evolving, which constitutes more pressure for your business to stay on top of the law.½Do not be afraid to ask for help; outsourcing your HR to a proven expert is the easiest way to dodge these potential catastrophes. PrimePay is a member of Master Builders Association. Learn more at primepay.com. If you don't have a human resources expert on staff, the nuances of these laws could get overlooked and your business could see significant consequences. * As always, consult a trusted advisor to ensure 100 percent compliance. 26 master builder WINTER 2017 ¬"¬®"•—¯'° "±²˜"