As a small business, you do not have much time spending on human resources. At the same time, you must ensure that employees are supervised and that you comply with various HR rules and regulations. Where do I start? Here are eight basic questions to determine whether your business is HR-compliant. 
1. Are employee files up to date
Typically, there are three different types of employee files to create and maintain: an I-9 file, personnel and medical files. It's best all assume this information is confidential, so keep these files in a safe place. Only people with a compelling business reason should the access to these files. For a list of what should be in each file to be included. Small Business HR Basics
2. You work an employee handbook?
The employee handbook explains your company's policies and procedures, and communicate your expectations to employees. It also helps to protect your business in the event of a dispute. A list of the Employee Handbook Fundamentals, , refer to this article . It is a good start.
3. Do you have up to date, the compulsory indications?
There are various required state and federal workplace posting notes on your business. There are several online vendors, the state and federal necessary Notes provides for a minimal cost, available to post. You can also use the Small Business Administration for more information.
4. Pay at least minimum wage?
The minimum wage is the minimum hourly wage an employer can pay a worker for work. The current minimum wage is $ 7.25 / hour, but many states, counties and cities have established their own minimum wage laws. See this list minimum state.
5. Are you checking the employment status?
It is illegal to employ a person residing in the country illegally. As such, the needs in each case, the eligibility of individual identity and employment to be checked for hire. This is done by filling out an I-9 form, identified by the United States Citizenship and Immigration Services (USCIS).
6 is provided. Your interviews are Lawful?
Hiring is an exciting part of your business. As such, be sure you understand, what questions to ask - and not to ask. For example, did you know that you can not ask questions that reveal a person's race, sex, religion, marital status, disability, ethnic origin, country of origin, or age? Have you planned your questions, to ensure that you do not accidentally in one of the questions, dare to ask illegal.
7. Your health benefits are compliant?
Most small and micro-enterprises can not afford traditional health insurance. Instead, they reimburse employees for their personal health insurance policies. Whether you offer traditional health insurance or reimbursement arrangement, there are important compliance changes by the healthcare reform. Make sure that your health plan meets
Read more :. compliance rules for premium reimbursement plans
8. Are you up to speed with workers' rights?
Even if your small business do not have union employees, all employees have certain rights under federal laws. Do you know what these rights, so you will not hurt. You can click the Department of Labor website.
These eight questions you started with the evaluation of your HR compliance. What additional questions you have about HR Compliance? What would you add to the list? Let us know if under the comments.
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