Why use our Payroll and HR Services?

Simple. We keep you compliant with payroll taxes and employment laws and improve efficiencies in your organization.

Employers with at least 1 employee must comply with:

• Fair Labor Standards Act (FLSA)
  
• Employee Polygraph Protection Act
  
• Immigration Reform & Control Act (IRCA)
  
• Equal Pay Act
  
• Federal Income Tax Withholding
  
• Uniformed Services Employment & Re-employment Rights Act of 1994
  
• Federal Insurance Contribution act (FICA)
  
• National Labor Relations Act (NLRA)
  
• Consumer Credit Protection Act
  
• Labor Management Relations Act
  
• Uniform Guidelines for Employment Selection Procedures
  
• Employment Retirement Income Security Act (ERISA)

• Health Insurance Portability and Accountability Act (HIPAA)

Employers with 11 or more employees also need to comply with:

• Occupational Safety & Health Act (OSHA Illness/Injury Recording and Reporting Requirements) and $50,000 in government contracts must also file EE0-1 report each year).

Employers with 15 or more employees must also follow:

• Pregnancy Discrimination Act
  
• Americans with Disabilities Act
  
• Title VII of the Civil Rights Act
  
• Civil Rights Act of 1964

Employers with 20 or more employees also need to comply with:

• Age Discrimination in Employment Act
  
• Consolidated Omnibus Budget Reconciliation Act (COBRA)

Employers with 50 employees or more also need to comply with:

• Family Medical Leave Act (FMLA)

Employers with 100 or more employees must comply with the:

• Worker Adjustment Retraining Notification Act (WARN)
  And must complete and report the EEO-1 form to the EEOC (Executive Order 11246, requires federal contractors with 50 or more employees and $50,000 in government contracts must also file EE0-1 report each year).

Consequences of Non-Compliance

I-9 Forms
Paperwork violations $100 - $1,000 for each incorrect form

COBRA
$110 per day per violation; $220 per day per violation if there is more than one qualified beneficiary in a family

HIPAA
Penalties of either $500,000 or 10% of the employer’s payments for health care coverage for the year, whichever is less

FSLA
Can be penalized up to $10,000 per violation

Title VII of Civil Rights Act/ ADA
Up to $300,000 per employee

OSHA
Citations and penalties range form $7,000 to $50,000

ADEA
Pay, reinstatement, seniority and attorney fees

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