Minimize Compliance Risks

The past several years have been particularly challenging for business with today’s trying economic climate, sustained high image001unemployment, lower confidence, and increased compliance scrutiny. Today, labor law and compliance are hot topics for companies of all sizes. The Department of Labor Wage and Hour Division has stepped up its compliance investigations and many organizations face increased risk of scrutiny and financial fallout. Violations include minimum wage, overtime, and record-keeping provisions under the Fair Labor Standards Act (FLSA) and medical leave approval and tracking under the Family Medical Leave Act (FMLA). The impact of the Patient Protection and Affordable Care Act (PPACA) has also created new obligations and responsibilities for employers. Time and attendance strategies can help design determination, measurement, and reporting processes to assist employers overcome these challenges.

Compliance Resource Center

The best way to ensure compliance (and mitigate the risk of complaints or investigation) is to build a culture of compliance that includes creating pro-compliance policies and automating compliance issues with the right workforce management systems. Without the right workforce management tools, employers don’t have the information or tools to anticipate the potential risks of unnecessary litigation and subsequent financial challenges.
C.T.E. Systems offers Attendance solutions that provide high-quality, integrated information available in real time. Our automated solutions help you keep pace with government and industry regulations so you can apply appropriate rules and policies which facilitate compliance. Dynamic reporting features deliver an accurate record of all employee information to document that policies are being applied consistently and fairly throughout your organization. Often, our workforce management systems can automate straightforward compliancy issues that provide an added level of “cushion,” ensuring that records and information used to make compliancy decisions are globally up-to-date.

Recommendations for Reducing Risk
An automated Attendance solution from C.T.E. Systems solves compliance challenges by:
• Configures pay and punch policies
• Easily administers complex local, state and federal labor laws
• Automatically calculating FLSA blended-rate overtime;
• Defining employees as exempt or nonexempt for FLSA overtime;
• Tracking 12-month rolling period worked hours to easily indicate FMLA leave eligibility;
• Flagging employees with need for HR approval of FMLA hours;
• Managing intermittent leave hours for multiple FMLA claims
• Comprehensive validation and audit trail

Compliance in the Hospitality Industry
Managing a Compliance Audit: Best Practices

 

PPACA

Employers have a lot to do to prepare for the Affordable Care Act. Smart employers are taking key steps today.
How Will You Manage ACA Tracking and Reporting Obligations?
How Will You Manage ACA Tracking and Reporting Obligations?

The Affordable Care Act: Use the Delay Wisely
Large employers need a strategy NOW–employee hours in 2014 determine your liability in 2015

PPACA and Educational Employers: Which Employees Qualify for Coverage?
PPACA regulations have increased the need for time and attendance oversight in every organization and will be one of the biggest challenges facing school districts

PPACA Hourly Threshold
PPACA Hourly threshold–Strategies for managing coverage eligibility of part-time workers in retail, hospitality and health care

PPACA and Seasonal Employees
Limiting ACA Liability — Managing Part-Time and Seasonal Employees

PPACA Shared Responsibility
PPACA Shared Responsibility. Ensuring Healthcare Reform Compliance

PPACA and Small Business It is important to recognize and evaluate the significant tax credits built into PPACA specifically for small employers
AOD White Paper– Why Not Payroll? Benefits of Using Time & Attendance Data for PPACA Compliance

 

Fair Labor Standards Act (FLSA)

Burden of Compliance: The Increasing Threat of Compliance Investigation and How Employers Can Avoid It
A recent Department of Labor initiative shifts the burden of compliance to employers. How can your organization avoid a compliance investigation

Bring Your Own Device
Avoid potential FLSA wage-and-hour pitfalls

Effective Employee Recordkeeping
Bridging the Gap With Your Timekeeping System

Playing by the Rules
Playing By the Rules–Mitigate the risk of wage-and-hour litigation with a system to help automate FLSA compliance.

Reducing Labor Law Risks in the Hospitality Industry
An overview of the laws impacting the hospitality workforce and a list of best practices for risk reduction.

Avoiding Misclassification Mishaps: How Employers Can Protect Themselves
Many employers are unsure how to protect themselves against misclassification. This white paper reviews ways organizations can help avoid costly misclassification mishaps

Managing Internships-Paid and Unpaid
Many companies use interns to provide an educational opportunity for young people and to recruit future employees. Make sure your company understands the FLSA criteria for paid and unpaid internships and how to comply

 

Family Medical Leave Act (FMLA)

Avoiding Misclassification Mishaps: How Employers Can Protect Themselves
Unsure how to protect yourself against misclassification. This white paper reviews ways organizations can help avoid costly misclassification mishaps

How can you build a “culture of compliance?” Best practices for before, during, and after an audit to minimize penalties and protect your organization

Burden of Compliance: The Increasing Threat of Compliance Investigation and How Employers Can Avoid It

Wage and Hour Lawsuits — Tips for Protecting Your Organization with a Time and Attendance System

Paid Sick Leave — From Perk to Priority

Meal Waiver Best Practices — Taking a Closer Look at California Meal Periods

Managing Overtime CostsReducing or eliminating overtime can contribute to cost-cutting strategies

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