Compliance today doesn’t mean compliance tomorrow. Unless you’ve got HR for Health.
Our legal resource center is always up to date. When a relevant new regulation comes up, we’ll let you know.
Hire compliantly with alerts that remind you when you need to update your new hire process.
Protect yourself from lawsuits with alerts that show know exactly how to properly update your handbooks.
Our legal resource center is always up to date. When a relevant new regulation comes up, we’ll let you know.
Hire compliantly with alerts that remind you when you need to update your new hire process.
Protect yourself from lawsuits with alerts that show know exactly how to properly update your handbooks.
Every year thousands of practices are hit with thousands of lawsuits.
They’ve expensive. Sometimes bankruptcy-level expensive. And even if you win, they can ruin your reputation forever.
That’s why we alert you when compliance is about to lapse or something new comes up. Because by keeping compliant, you can avoid or defend against virtually 100% of HR-related lawsuits.
Minimum wage, overtime, record-keeping, taxes. They’re all different depending on how your employees are classified. And if you screw it up, here come the lawyers.
Whether you care for heads, shoulders, knees, toes or anything in between, HR for Health knows what you need to stay up to date.
HR for Health helps make sure your workers are correctly classified and doing things the right way.
Do we mean Washington state or Washington D.C.? It doesn’t matter. Our handbooks are compliant everywhere across the U.S. And at every level, including local, state and federal policies and regulations. No matter what the angle of attack might be, we’ve got you covered.
That includes tricky jurisdictions like New York and California. As if healthcare practices with a view of the Golden Gate didn’t have enough going for them already.
Take a deep breath… Your HR’s done. It’s automated. Digital. Secure.
Sounds like heaven, right?
Keeping up with regulations takes time you don’t have, and expertise that gets expensive. And getting sued is worse. A lot worse.
With HR for Health, your practice is automatically and continuously kept up to date on compliance practices. And that’s on top of all the day-to-day operations awesomeness we provide.
We even help you push updates to your handbooks. Your employees know what’s expected. And you get sneaky-amazing legal protection.
Werner Optometry|Despite having the best of intentions, we were not compliant. I was fearful I’d find myself in a situation that I would not know how to handle. Now, I sleep with and absence of anxiety and frustration.
HR questions should be answered by certified HR pros… not a friend or a cousin.*
Get your very own on-demand HR team (without the extra payroll expenses). You can shoot us an email or call our HR hotline during your workday, or access the HR Knowledge Base 24/7.
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.
Employment laws cover nearly every aspect of the working experience and are designed to protect employee rights. Some laws cover wages and hours of work, health and safety standards, health and retirement benefits, and contracting. Others protect employees with disabilities, illnesses, sick family members, and more. These laws can be regulated at federal, state, and local levels.
Employment law is incredibly complex. Even if you have an HR specialist at your practice, you should ensure they’ve got help staying up to date on rules and regulations at all three levels.
The federal government definition of hours worked includes pre- and post-shift duties, travel time from site to site (not including commuting), and meetings and training. Meal and sleep time can be excluded, but only under certain conditions. Remember, that’s just federal government—your state or municipality might have more stringent rules.
The federal government requires that non-exempt employees get time-and-a-half pay once they go over 40 hours in a 7-day workweek. In nursing homes and other residential living facilities, overtime kicks in after 8 hours in one day or 80 hours over 14 days. State laws may be different, so make sure you’re up to date on state and local laws as well.
Some managerial and professional employees are exempt from minimum wage and overtime requirements, but only if they meet certain salary, duty, or educational requirements. Be sure to check whether your employees qualify (or have HR for Health do it for you!).
Yes! Every employer with at least one employee needs a current federal and state labor law poster. The poster must be displayed somewhere the employee is likely to visit on a daily basis, like the breakroom or time clock area. If your practice has more than one location, you’ll likely need a poster in each one.
You’re exposing your practice to some seriously expensive lawsuits. Most lawsuits result from practices that fail to keep up with local and national compliance regulations. With HR for Health, your practice is automatically and continuously kept up to date on compliance practices at all levels, even locally. Plus, we provide these sweet handbooks that are deceptively effective at crushing lawsuits.
Your practice needs to classify workers as full-time, part-time, or temporary employees or as independent contractors. This determines how the worker gets paid, what benefits they’re eligible for, and what tax forms they need.
There are almost as many penalties for employment law violations as there are employment laws. They go from one-off $1000 civil money penalties all the way to six-figure fines and imprisonment. And that doesn’t take into account what happens if an employee sues you for breaking employment law. You need to stay smart to stay protected.
