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Legal Support

With every business comes legal responsibility. Whether you’re unsure if you are compliant with federal, state, and municipal laws, or need assistance with a legal situation, our HR and Business Attorneys are available live and online anytime, nationwide. All of our legal services are included at no charge to our clients.

As requirements change frequently, it is challenging to adapt and stay on tack. Our team in St. Paul has expertise in labor and employment law compliance, including the Affordable Care Act (ACA), ADA, HIPAA, ERISA, COBRA, COVID-19 and more. We’ll help you create a solid foundation that keeps you compliant and abreast of regulations.

Compliance

Compliance

With hundreds of constantly-changing federal, state, and municipal laws on everything from hiring to termination, labor and employment law compliance is a full-time job. Our St. Paul team can help your human resource professionals adhere to this overwhelming amount of regulation. HIC is here to make sure your business stays in compliance with every inch of the law on topics like:

The Affordable Care Act’s “shared responsibility” provisions require applicable large employers to offer insurance to full-time employees that meet the ACA’s specifications.
Under the Americans with Disability Act, employers are required to make reasonable accommodations for employees with disabilities.
Employers must adhere to strict alcohol and drug testing guidelines in order to preserve the rights of testees, as well as the validity of the samples.
Staying in compliance with regulatory requirements regarding background checks can be difficult to navigate without the right tools and experience.
There is no room for tolerance when it comes to discrimination and harassment compliance – your business could suffer greatly from making the wrong move.
Disciplining employees has its own set of rules and regulations, and infraction could indeed end in a lawsuit.
Employers must understand and comply with ERISA requirements around topics like the administration of employee pensions, and welfare benefit plans.
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and other factors that affect employees. Employers must adhere to these guidelines or risk regulatory penalties.
Requires eligible employers to provide employees with job-protected and unpaid leave when they meet the definition for medical and family reasons.
The United States has some of the most stringent immigration and Visa laws in the world. Employers must take many steps to ensure they’re in compliance.
The Family and Medical Leave Act requires that employers offer eligible employees up to 12 weeks of unpaid leave per year for parental and medical-related leave.
There are a number of state and federal policies on sick leave that employers need to keep an eye out for when dealing with employee absences.
Workers Compensation is a staple of U.S. employment law, and has its own unique set of guidelines and procedures depending on the circumstances. Employers without a clear understanding of their rights and responsibilities risk major penalties.

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