If there’s one thing that you never want to have to go on a diet, it’s your bank account. But with incomplete compliance, you’re risking tens of thousands of dollars.
The average cost of an employee lawsuit is $160,000. HR for Health is the only solution designed by health and legal practitioners to keep you compliant. And it costs a whole lot less than six figures.
Compliance starts with knowing the laws and adapting when they change. HR for Health has you covered. We help you classify your workers, update your policies, and do all the little things that keep you from being sued.
Documentation is your strongest ally for achieving HR compliance. Take documentation from a hassle to an easy-to-use compliance and organization superweapon. Know what documents you need, where they are, who needs to sign them, and what their status is at any time.
Handbooks are your hidden defense against all kinds of malicious intent. Our customization tools, recommendation assistant and auto-updates make writing and updating them a snap. And integrated documentation and eSignature means employees can’t lean on the “I didn’t read it” defense.
Compliance means paperwork. Delivering information, acknowledging receipt, checking that all the t’s are crossed and i’s are dotted. It can get overwhelming fast.
Our document dashboard is here to save the day, giving you one unbelievably easy to navigate map of all of your paperwork, including what needs to get done ASAP. Breathe out, it’s going to be ok.
Take a deep breath… Your HR’s done. It’s automated. Digital. Secure.
Sounds like heaven, right?
Compliance is king. To be compliant is to run your practice in a way that protects your employees AND your practice from violating local, state and federal lawsuits.
Naturally, HR companies like to say they’re compliant. The truth is, they don’t put it first. In fact, they can’t really keep you compliant at all.
HR for Health starts with compliance. Compliance is the bedrock for everything we do. Every document. Every handbook. Every system we offer is designed by our founder (a compliance attorney) to protect your practice above all else. Because nothing is more important.
There’s a lot of HR software solutions out there, but there’s only one that’s designed by a practitioner and an attorney specifically for dental and medical practices. That’s us. Every feature, function, and product is designed for healthcare teams. No other HR solution can say that.
You don’t need to keep up with employment law, but your policies definitely do. We automatically update your policies and handbooks to account for changes to laws and regulations at the local, state, and even federal levels.
Just because you haven’t faced a lawsuit doesn’t mean it’s not coming. Other software leaves compliance up to you. We take care of it with a total solution that ensures you stay legal.
Every year thousands of practices are attacked with expensive lawsuits that not only cost a lot but cause irreparable reputational damage. Simply keeping compliant allows you to mitigate nearly 99%* of HR-related legal claims. *1% of legal claims require beating someone with a stick.
HR compliance means sticking to any relevant labor laws for your practice. The larger and more complex your organization gets, and the more regions you operate in, the more regulations you need to follow. Past a certain point, you’ll need to get HR software that’s made for your industry (like HR for Health for healthcare!).
Common HR compliance violations start in the hiring process and extend to termination. While you’re in the hiring process, make sure you aren’t accidentally creating a discriminatory job post, and that new employees complete their I-9 within three days of starting work. While they’re on the job, make sure you’re following the Fair Labor Standards Act and any state and local laws for minimum wage, overtime pay, child labor standards, and recordkeeping. Finally, when an employee is on the way out, make sure you’re meeting notice timing and COBRA continuation coverage requirements for insurance.
HR compliance audits are like a dental cleaning: not very fun, but incredibly helpful in the long run. They usually have two overarching parts. First, a review of your HR policies, practices, and processes. Next, a review of all of your current related data. Top of the list of what you’re looking for: complaints filed, pending legal complaints, turnover rate, and days missed. Next, check for missing, inaccurate, or incomplete data with a fine-tooth comb.
HR software like HR for Health can make this FAR easier, with automatic recordkeeping and organization. Whatever you choose, It’s not fun today, but lawsuits are WAY less fun tomorrow.
First of all, government fines that range from annoying to practice-ending. More common and pernicious, lawsuits. Every year thousands of practices are attacked with expensive claims that not only cost a lot but cause irreparable reputational damage. Just keeping compliant will allow you to mitigate almost 100% of HR-related lawsuits.
Training your employees to be compliant is a critical part of HR responsibilities. First, make sure your providing the legal necessities. Although there’s no blanket federal training regulation, some laws and agency regulations do apply to specific employers and industries.
Once that’s out of the way, there’s a few best practices to follow. Build employee engagement by focusing on positivity and aligning the training with your culture. Make training an ongoing part of everyone’s job, not a forgettable one-and-done. Use practical situations employees will actually find themselves in. And use data to reward positive changes and actions based on the training.
Staying up to date on HR compliance changes is tough. If you’re a small organization, you might be able to keep up with steps like attending training sessions with legal counsel, attending webinars, partnering with local professional organizations, and checking the US, state, and local Department of Labor websites.
If you get beyond a few people, you’re going to need outside help. There are a LOT of HR laws, and they’re constantly changing. Lawyers and HR departments are expensive. So get software that’s built by legal and HR experts and keeps you updated automatically.
