Running and operating a business in the spa and wellness industry can keep anyone super busy. The day-to-day tasks alone are enough to take up most of your valuable time. When it comes to staying compliant, and knowing what specific rules may apply to your business…sometimes the details and procedure needs can get a little lost in everything else going on.
Here are a few reminders on what you can do with keeping up on being compliant.
Review hiring procedures to ensure they comply with your specific state’s laws. Make certain everyone involved in the hiring process is properly trained and that they know who to approach if they have a question or issue. Remember, some states have strict laws limiting employer inquiries about an applicant’s criminal, credit or salary history.
Create/update job descriptions and make sure that you identify the roles, responsibilities and qualifications for each position. Don’t forget to include reporting structure, exempt/non-exempt status, required skills and essential functions, including any physical requirements. You also need to state that your company reserves the right to change job duties at any time and that the job description is not designed to cover all of the position’s requirements.
Review job classifications to determine whether a worker is an employee or independent contractor according to the proper federal and state tests. Make sure all employees are properly classified as non-exempt (eligible to receive overtime) or exempt (meets job duties, salary basis and minimum threshold tests) according to the Fair Labor Standards Act’s (FLSA) minimum wage and overtime requirements.
Keep current on Department of Labor rules regarding overtime and continue to evaluate your employees’ FLSA status and classifications as exempt/non-exempt.
Create/update your employee handbook. If you don’t have one, create one to help you communicate company policies to employees, set expectations and demonstrate your effort to comply with applicable laws. If you already have one, you should review it annually for any necessary updates.
Make sure you’re complying with the National Labor Relations Act (NLRA). The NLRA regulates employer practices and policies regarding employee rights to work together to improve wages and working conditions. Focus on ensuring your policies don’t infringe on your employees’ Section 7 rights.
Develop/review your performance plan to help you communicate employee goals, assess achievement and reward top performers. At a minimum, you should evaluate employee performance annually.
Review record-keeping practices to ensure your compliance with federal, state and local laws. Some rules require that you store certain records in separate, confidential files, including: Any information reflecting that an employee is a member of a protected group (race, gender, ethnicity or veteran status) • Any document that relates to an employee’s medical condition or overall health
We hope that you find this information helpful.
In addition, our partner, ADP®, can help you with your day-to-day payroll and HR tasks and free up more of your time to focus on your business and your customers. Want to learn more?