In The Legal Loop

Deena B. Rosendahl Esq.

New Year’s Resolutions For Your Business

By Deena Rosendahl, Esq.

With 2014 coming to a close, employers large and small should be making New Year’s resolutions for your businesses. Here are our top three New Year’s Resolutions recommended for your business:

  1. Review and update your Employee Handbook: Employee Handbooks should be reviewed and updated on an annual basis. In 2014, we saw changes in the state minimum wage (increasing again in 2015!), paid sick leave laws, domestic violence leave requirements, social media privacy laws, “ban the box” legislation, and the inclusion of pregnancy as a protected class. All of these new laws and regulations should be reflected in an up-to-date Employee Handbook.
  2. Update your Job Descriptions: Have your employees grown within their positions? Have you expanded their responsibilities within their current job category? If so, these changes should be reflected in an updated job description to help ensure (and prove) their position classification (exempt or non-exempt) is still accurate. Don’t wait for a Department of Labor audit to learn your job descriptions are outdated.
  3. Ensure compliance with the Patient Protection and Affordable Care Act “employer mandate”: In 2015, large employers are required to offer health coverage to at least 70% of their “full time” employees and their dependents or face potential penalties. If the Act applies to your business, ensure your benefit offerings meet this new requirement effective in 2015.

With President Obama’s recent directive calling on the Department of Labor to overhaul federal overtime regulations and the “white collar exemptions” and the pending State-wide paid sick leave legislation, we expect to see even more new and updated employment laws and regulations in 2015. We’ll continue to monitor these developments and keep you informed of any developments. Contact Deena B. Rosendahl at 201-947-8855 or via email at Drosendahl@northjerseyattorneys.com with any questions.

Kaufman, Semeraro and Leibman, LLP