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but it’s also important to stay away from questions involving things like marital status, military service and health issues such as asthma, a heart condition, prescription drug use, the number of sick days an applicant took in the previous year and disabilities. “ADA-compliance is very sensitive,” Shapiro points out. The Americans with Disabilities Act of 1990 is a wide-ranging civil rights law that is intended to protect against discrimination based on disability. “You must be willing to make reasonable accommodations for disabilities—by installing a ramp, for example.” Educate yourself on what types of questions are not allowed and stick to specific job-related interview questions. “The safest way to handle an interview is to talk about the job requirements,” Shapiro says.

Paperwork If interviews result in identifying an applicant you’d like to hire, you may wish to send a job offer letter. Before putting a stamp on it, have it reviewed by an HR specialist or an employment law attorney. Be sure it includes a statement about employment at-will, meaning you can terminate the employee at any time.

Insurance Exchange, commonly referred to as the Marketplace, must be provided within 14 days of the employee’s start date, per the Fair Labor Standards Act. Employers must report new employees to a state new hire registry.

and retirement are two of the optional benefits, they are governed by the Affordable Care Act and the federal Employee Retirement Income Security Act, respectively.

Employer-sponsored health plans may have been impacted by changes to the federal Patient Protection and Affordable Care Act, known as Health Care Reform. All of this information is available to RSA members on HR360 free of charge.

Policies and procedures

Pay day Determine the new employee’s classification: employee or independent contractor; exempt or non-exempt. “There are specific requirements for both,” Shapiro indicates. Employees are classified as exempt or non-exempt based on their specific job duties and compensation. Base pay for exempt was recently increased, she notes. “If the employer has control over what the employee does and how he does it, the employee

If you intend to require a drug test or want to conduct a credit check or see arrest and conviction records, be sure to check state and federal laws for policies and procedures. Candidates who pass all the tests must fill out paperwork, such as income tax withholding forms (Form W-4) and Form I-9 Eligibility for Employment to verify their identity. The I-9 must be completed by new employees within three days of the first day of work. Be sure to record the employee’s social security number. IRS individual taxpayer identification numbers for immigrants are available only to resident and nonresident aliens who are not eligible for U.S. employment and need identification for other tax purposes. They are not acceptable replacements for a social security number. All new hires, whether part-time or full-time, must be provided with written notice of insurance coverage options. Information about the Health

is not a contractor.” If the employee is offered insurance and vacation, it can also indicate that the employee is not an independent contractor. Figure out what you’re going to pay, whether it’s minimum wage or above. Review pay periods and overtime compensation to be in compliance with federal and state requirements. If you offer incentive programs, be sure to treat all employees equitably. Most benefits are offered at the employer’s discretion as an additional way to compensate employees, but some are required by law, such as Social Security and worker’s compensation. RSA members are encouraged to contact the RSA endorsed worker’s compensation provider, Meadowbrook Insurance, at 913-266-5325 or Although health coverage

Have policies in place and communicate them to your employees. An easy way to do so is through an employee handbook. “You should create an employee handbook to explain policies, standards of conduct, vacation, overtime, sexual harassment, non-discrimination and procedures,” Shapiro suggests. HR360 even has a free sample employee handbook for your business to edit at your leisure. It’s a good idea to have the employee sign to acknowledge receipt of the handbook. That should be put into the employee’s personnel file, along with other documents such as medical records, performance reviews, disciplinary actions and more. Some files are required by law, so it’s important to learn what information should be collected and how long certain records need to be kept. Policies and procedures related to benefits should be applied fairly and consistently. “Fairness is important,” Shapiro emphasizes. In addition to being fair, all policies and procedures regarding employee leave, equal opportunity, sexual harassment and worker safety must comply with federal and state labor laws. Federal and state law requires labor law posters to be posted in a location where employees can easily see them. Familiarizing yourself with policies and procedures involving paid vacation and holidays, sick leave and compliance with FMLA will keep you out of trouble when situations arise.

How am I doing? One of the documents that should be kept in an employee’s file is their performance review. “Performance reviews should be done on a regular basis—and updated at least annually,” Shapiro believes. “Establish job expectations and responsibilities; they should be conveyed clearly.” Outline the desired results, the skills needed to achieve them and the standards by which the employee will be judged.

Volume 25 - Issue 1 / Roller Skating Business Magazine / 43

Profile for Roller Skating Association International

Volume 25 / Issue 1  

In this issue of Roller Skating Business Magazine, members will learn all about the new trend of escape rooms, keeping customers safe in a c...

Volume 25 / Issue 1  

In this issue of Roller Skating Business Magazine, members will learn all about the new trend of escape rooms, keeping customers safe in a c...