Parking Labor Compliance

FLSA Compliance Manual

A comprehensive approach to keeping your business in full compliance with the FLSA The Fair Labor Standards Act (FLSA) is a federal employment law that defines employer obligations relating to employee wages, hours, overtime, and child labor. According to estimates from the U.S. Department of Labor (DOL), over 70 percent of employers are not in full compliance with the act and applicable regulations. To ensure full compliance, employers must implement policies and pay practices that meet the act’s standards, and must notify employees of their rights and obligations. The DOL is enacting plans to increase enforcement of the FLSA and related laws by adding additional inspectors and investigators to their staff. Non-compliance with wage and hour laws can result in fines, back pay, front pay, penalties up to $11,000 per violation, and possible imprisonment for willful violations.The FLSA and related DOL regulations impose specific obligations relating to the following terms and conditions of employment: Wages and hours worked -- Minimum wage, tip credits, hours worked, time records Overtime -- overtime exemptions, overtime pay, white-collar duties tests, salary basis policies, record keeping Child labor -- prohibited occupations, permissible occupations, limitations on working hoursTo help employers ensure full compliance with this complex law, Personnel Concepts has introduced a comprehensive Fair Labor Standards Act Compliance Program. Our exclusive program is designed to help you establish good-faith compliance quickly and easily, while also providing reference materials and documentation forms that you can use whenever a wage and hour, overtime, or child labor issue arises. It includes a comprehensive reference manual, plain-language guidance on common violations, self-audit checklists, and a CD-ROM featuring digital forms and customizable workplace policies.Who Needs ItAll employers with two or more employees on payroll must comply with various wage & hour, overtime, and child labor standards included in the Act, regardless of whether they are dually covered by a state minimum wage or child labor law.BenefitsGood-Faith ComplianceWhile many of the law’s complex provisions can result in inadvertent errors, government auditors and inspectors take into account whether the employer demonstrated a good-faith effort to comply. Posting FLSA compliance information in the workplace and using the customizable materials in included in our program can help you demonstrate good-faith compliance during an audit or inspection.Lawsuit Prevention and DefenseEmployers have become increasingly susceptible to individual and class-action lawsuits relating to wage and hour violations. Penalties for non-compliance and judgments in FLSA lawsuits are significantly more severe when a violation is found to be willful. Utilizing our program’s self audit checklists to identify risk areas, customizing a wage & hour policy using our CD-ROM, and documen

All-On-One ADA Compliance Poster

Poster helps display good faith compliance with finalized ADAAA regulations Title I of the Americans with Disabilities Act (ADA) prohibits employment discrimination on the basis of a disability and requires employers to accommodate a qualified individual’s physical or mental impairment in the workplace, unless such accommodation causes an undue hardship. All employers with 15 or more employees are subject to the ADA as enforced by the U.S. Equal Employment Opportunity Commission (EEOC). In March 2011, the EEOC issued final revised ADA regulations that permanently implement the provisions of the ADA Amendments Act. The final regulations take effect May 24, 2011. Among other provisions, the new regulations expand the definition of “disability” to allow more job applicants and employees than ever before to receive coverage under the law’s protections. The EEOC estimates that 12 million to 38.4 million people will be impacted by the changes, resulting in more reasonable accommodation requests and, potentially, more lawsuits filed by protected individuals. Failure to comply with the ADA and the new EEOC regulations can result in assessment of compensatory damages, punitive damages up to $50,000 per complaint, and payment of back pay, attorney’s fees, and court costs in the event of a lawsuit.To help businesses meet their obligations under the new amendment, adhere to EEOC guidelines, and prevent costly lawsuits, Personnel Concepts has developed an easy-to-implement All-On-One ADA Compliance Poster. Our exclusive poster includes a plain language summary of disability discrimination including the new regulations, an overview of the definition of disability and reasonable accommodation, as well as a summary of the ADA’s interaction with other federal laws. This turn-key compliance solution includes all of the information you need to communicate your workplace disability policies and educate your employees on the ADA, the ADA Amendments Act (ADAAA) and the EEOC’s final 2011regulations.Who Needs ItAll businesses with 15 or more employees must comply with the Americans with Disabilities Act (ADA), the ADAAA, and final revised EEOC regulations effective 5/24/2011.BenefitsCompliance Made SimplePosting our 20” x 26” policy poster will help demonstrate your good faith compliance with ADA revised regulations and create a first line of defense against disability discrimination claims.Employee Notification and CommunicationThis all-on-one poster is designed to provide a one-stop information center to employees, who can review the information at their convenience without fear of retaliation or reprisal. Employees who review this information will have fewer questions when presented with eligibility and reasonable accommodation as required by the revised EEOC regulations.Money Back GuaranteeIf you are not completely satisfied with our All-On-One ADA Compliance poster, you can return it within 30 days for a full re

Benefit Plan Compliance Poster Subscription

Ensure compliance with policy and notice requirements under benefit plan compliance laws REVISED TO INCLUDE NEW CHIPRA FORM AND STATE PARTICIPATION (effective 3-13-2012)All employers who offer health benefits to employees must ensure compliance with policy and notice requirements under benefit plan compliance laws. Applicable laws include the Health Insurance Portability and Accountability Act (HIPAA), the Consolidated Omnibus Budget Reconciliation Act (COBRA), the Childrens’ Health Insurance Program Reauthorization Act (CHIPRA), and the new health care reform bill, the Patient Protection and Affordable Care Act (PPACA).Failure to implement required policies, procedures, and notices as mandated by these laws can result in penalties up to $25,000.�?�HIPAA privacy, security, and discrimination regulations require employee health plans to comply with various notice and policy requirements relating to personal health information, equal access to health insurance benefits, and portability of health coverage.�?�CHIPRA regulations require employers in 38* states to provide a written notice to employees regarding the availability of insurance premium assistance for individuals with dependent children. (*The states that do not participate in CHIPRA are AR, CA, CT, DE, HI, IL, MD, MI, MS, NM, OH, and TN. DC and PR also don't participate.)�?�COBRA notice requirements intend to ensure that employee health plan participants understand their rights and obligations relating to continuation of health insurance coverage after a qualifying event occurs (e.g. termination of employment).�?�The health care reform bill includes numerous provisions that directly impact employee benefit plans.To help employers demonstrate good faith compliance with benefit plan notice requirements, Personnel Concepts has introduced a Benefit Plan Compliance Poster Subscription. This exclusive subscription package includes an All-On-One HIPAA Information Poster, an All-In-One COBRA Information Poster, a CHIPRA Compliance Poster (where applicable), a Health Care Reform Information Poster, and automatic updates for a full year when regulatory changes occur. Additionally, subscribers will also receive our Benefits Law Quarterly newsletter to keep them abreast of changes in health benefit compliance requirements.Who Needs ItAll employers who offer health insurance benefits to employees must ensure compliance with notification, communication, and policy requirements under HIPAA, COBRA, and related laws.BenefitsAutomatic Poster UpdatesRecent polls indicate that most Americans do not fully understand all of the major provisions contained in the 3,300-page bill, and many workers currently enrolled in employer-sponsored health benefit plans may be misinformed about how they will be personally impacted. Our exclusive poster focuses on the specific employmentrelated provisions of the bill and their respective effective dates so that employees understand how and when they will be impacted.Prev