| If you're in business, you're expected to comply with | | | | with your state's department of labor. Also, remember |
| various government requirements. And being subject | | | | that federal regulations aren't in one place, and that |
| to regulation means you're also subject to periodic | | | | makes getting and staying in compliance a challenge. |
| compliance inspections by the appropriate agency. | | | | Take the time to do the research yourself, retain a |
| Your goal is to be in compliance before you are | | | | consultant or labor attorney to do it for you, or hire a |
| audited or inspected. Some government-agency audits | | | | staff person to manage compliance issues. |
| may uncover minor violations, which usually lead to | | | | Once you figure out what you need to do, conduct an |
| nothing more than a formal order or informal request | | | | internal audit to see where you're complying and |
| for modifications. But other inspections may uncover | | | | where you're not, then put together a plan to correct |
| substantial violations, which can threaten the very | | | | any shortcomings. Your audit should also verify |
| existence of a business with corporate fines and, in | | | | whether you're complying with your own internal |
| some instances, may even involve a threat of individual | | | | policies--just because you made the rules, doesn't |
| fines or jail time for managers and owners. | | | | mean you can disregard them whenever you feel like |
| Depending on your specific industry, you may need to | | | | it. For example, if your policy requires you to follow a |
| comply with certain safety regulations, record-keeping | | | | particular protocol before firing an employee, yet you |
| requirements, environmental-protection procedures, | | | | fail to do that, you're setting yourself up for a |
| professional-certification requirements and other | | | | wrongful-termination lawsuit--even though you may not |
| operational practices. If you have even one employee, | | | | have violated state or federal laws. |
| there are a variety of state and federal employment | | | | In developing your compliance program, keep in mind |
| regulations you must follow. The more employees you | | | | you probably won't be able to correct everything |
| have, the greater the number of regulations that apply. | | | | immediately. Set realistic priorities and make |
| So the very first step in setting up your own internal | | | | incremental corrections. Create a checklist and review |
| compliance audit program is to thoroughly understand | | | | it periodically. Make sure it covers the important issues |
| all of the various regulations applying to your business. | | | | in each regulatory category. How often you need to |
| Join local and national trade and professional | | | | conduct audits depends on the size of your company, |
| organizations related to your industry. They'll help you | | | | how quickly it's growing and your industry's regulatory |
| stay up-to-date on changes, provide education, and | | | | requirements. |
| also be a vehicle for you to network with other | | | | Finally, keep in mind that compliance audits can be |
| individuals who do what you do. You should also | | | | more than protective devices; they can also double as |
| contact the regulatory agencies that have jurisdiction | | | | marketing and recruiting tools. They send a positive |
| over your operation for guidance on compliance issues. | | | | message to customers, prospective employees, and |
| The process is more complicated when it comes to | | | | the general public by reminding them that you not only |
| employment regulations. Many states have a | | | | know what you're supposed to do, you actually do it. |
| clearinghouse for employment-related information; start | | | | |