Develop and implement non-discriminatory hiring practices.

Verify completion of Form I-9 for all employees.

Ensure compliance with background check regulations.

Provide clear and lawful job descriptions.

Maintain records of applications and resumes for required periods.

Properly classify employees as exempt or non-exempt.

Distinguish between employees and independent contractors.

Ensure compliance with overtime regulations for non-exempt employees.

Regularly review job duties and classifications for accuracy.

Ensure compliance with federal and state minimum wage laws.

Implement accurate timekeeping systems.

Pay employees overtime as required by law.

Provide timely and accurate paychecks.

Issue wage statements with the required information.

Develop and distribute an employee handbook.

Implement anti-harassment and anti-discrimination policies.

Establish a complaint and grievance procedure.

Create a clear attendance and leave policy.

Ensure workplace safety compliance (e.g., OSHA standards)

Comply with the Affordable Care Act (ACA) requirements.

Provide Family and Medical Leave Act (FMLA) notices if applicable.

Offer COBRA continuation coverage for eligible employees.

Ensure compliance with retirement plan regulations (if applicable).

Review benefit plans annually for compliance and updates.

Maintain personnel files securely and confidentially.

Retain payroll records for the required period.

Keep records of employee training and certifications.

Track and document employee leave and absences.

Comply with state-specific recordkeeping requirements.

Conduct regular anti-harassment training for employees and managers.

Investigate all complaints of harassment or discrimination promptly.

Implement corrective actions when necessary.

Post required Equal Employment Opportunity (EEO) notices.

Monitor workplace culture for compliance and inclusivity.

Follow lawful termination procedures.

Provide final paychecks within the required timeframes.

Offer severance packages as applicable.

Comply with the WARN Act for mass layoffs if applicable.

Document reasons and process for terminations.

Provide orientation for new hires.

Conduct regular training on workplace policies.

Ensure supervisory training on employment law compliance.

Track completion of mandatory training programs.

Offer professional development opportunities.

Display all required federal and state labor law posters.

Monitor changes in employment laws and update policies accordingly.

Conduct regular internal audits of HR practices.

Ensure compliance with local wage theft prevention laws.

Consult legal counsel for complex compliance matters.