Classify workers properly, follow wage and hour rules, and implement anti-discrimination policies.
Evaluate roles to determine employee or contractor status under applicable laws.
Use compliant templates that outline compensation, duties, and IP assignment.
Verify work authorization and retain documentation for every employee.
Submit required notices to the state workforce agency for each hire.
Register for payroll accounts and schedule remittance of federal and state taxes.
Display required federal, state, and local posters at each worksite.
Share expectations on conduct, leave, benefits, and complaint procedures.
Deliver state-mandated or company-wide training and keep attendance records.
Organize offer letters, acknowledgements, and timekeeping logs securely.
Confirm exempt and non-exempt status aligns with duties and salary thresholds.