Are you putting your business at risk by not staying compliant with federal laws as you grow?
Has your business recently hit any of the milestone employee counts of 15, 20, 50 or 100? While you focus on growing your business, a federal compliance liability may stall that growth.
Keeping up with applicable laws and federal regulations in addition to state and local mandates can be a full-time job. And if you are a federal contractor or have federal government contracts, there are additional laws and regulations, dependent on the number of employees you have.
Employers with 15 or fewer employees must comply with approximately 50 federal laws and regulations. As employee numbers increase, so do the number of applicable laws and regulations. By the time you have 50 employees, that number has grown significantly and now includes the Family and Medical Leave Act (FMLA). However, this number doesn’t account for state and local laws you also must comply with, either.
Why is this important? Failure to comply with the federal, state and local HR laws specific to your business size can result in fines and leave you susceptible to litigation that can significantly affect your bottom line.
You don’t have to go through the compliance maze alone. Insperity’s HR Services team offers these resources:
- Article: The Employment Laws Every Growing Organization Should Know About
- HR On-Demand: Ask the Pro; call or submit a ticket to our HR Pros
- Example: Employee growth and federal regulations are addressed on our Q&A Stream
In addition to the HR Resource Center, check out Insperity’s blog, HR In a Growing Company. This post covers what regulations you should be aware of as your organization grows and essential HR functions you should have in place.
You can always contact one of our certified HR professionals through the HR Support Center.
NOTE: The website link is also accessible under the Quick Links section on the Client Landing Page in iSolved, as seen below.
