By Ali Stofflet, Arvada Chamber Director of Business Outreach & Growth
The conclusion of July marked the successful completion of our inaugural Deep Dive Series at the Arvada Chamber of Commerce’s Business Resource Center. Each session was a treasure trove of insights, fueled by dynamic discussions and thought-provoking questions from our engaged audience. We extend our heartfelt thanks to our presenters, who generously shared their expertise with our business community at no cost.
Below find key takeaways from each session.
Job Postings and Onboarding
Presenters:
- Mollie Gilligan – Payroll Vault
- Shannon Syzek – Syzek Coaching and HR Consulting
Job Postings
Starting July 1, 2024, the Job Application Fairness Act (JAFA) will implement significant changes for employers. Notably, they will be prohibited from requesting age, date of birth, or educational attendance dates on initial job applications. These inquiries can only be made post-application, under specific compliance conditions related to safety or legal requirements.
Employers must also ensure transparency in job postings by including:
- Salary or hourly rate (or range)
- Detailed information on bonuses, commissions, and benefits, including healthcare and retirement options
- Application deadlines
Additionally, employers are required to notify employees about job postings and decisions made regarding applications.
Background Checks
Employers must adhere to the Fair Credit Reporting Act (FCRA) when conducting background checks. This includes informing applicants, obtaining written consent, and certifying compliance with FCRA requirements. Before taking any adverse action based on a background check, employers must provide applicants with a copy of the report and allow them to address any inaccuracies.
Must-Haves for Onboarding:
- Current W-4
- Completed I-9 form (retained for four years post-termination)
- Authorization for Direct Deposit
Employers are also required to report all new hires to the state within 20 days and include independent contractors in this reporting if they provide a Social Security Number.
New Requirements:
- Colorado Sick Pay: Employers must provide one hour of sick pay for every 30 hours worked.
- FAMLI: A 0.45% contribution from employers based on gross wages.
- CO Secure Savings: Employers with five or more employees must offer a Roth IRA.
Disciplinary Action and Termination
Presenters:
- Shannon Syzek – Syzek Coaching and HR Consulting
- Tara Torline – Director of Human Resources, APEX Park and Recreation
Disciplinary action, rooted in the Latin word for pupil, should focus on correcting behavior rather than punishment. Documenting these actions is crucial for maintaining consistent policies and protecting your business.
Disciplinary Process:
- Verbal Warning: Address minor infractions through private discussions, clearly communicating expectations and documenting the conversation.
- Written Warning: For repeated offenses, conduct a formal meeting and provide a written document detailing previous warnings and expectations.
- Performance Improvement Plan: Outline specific issues and desired outcomes, with regular follow-ups to monitor progress.
- Final Written Warning: A last chance for the employee to improve before termination, documented formally.
- Termination: Conduct a formal meeting to communicate the decision, providing a termination letter outlining reasons and any severance packages.
Legal Considerations
Employers must navigate legal frameworks such as the Colorado Fair Employment Practice Act and ensure compliance with safety regulations, including worker’s compensation and OSHA requirements.
Safety, Worker’s Compensation, & OSHA
Worker’s Compensation: Essential for all businesses with employees in Colorado, this insurance provides critical medical and wage benefits for workplace injuries. Misclassifying employees or failing to secure coverage can result in hefty fines and liability for claims.
Consider the Premium Cost Containment Program to lower your premiums by up to 10%.
Workplace Safety
Businesses with ten or more employees are mandated by OSHA to have a written safety plan, while those with fewer than ten must still maintain safety protocols. Implementing a robust safety program can significantly reduce workplace injuries and enhance productivity.
Reason to have a Safety Program
- 59% workplace injury reduction
- 75% reduction in lost workdays
- 25% increased productivity
- 48% reduction in employee turnover
Where to begin? Kelly Meetz offers a free guide to build a Safety Program for your workplace.
Additional Resources:
- Colorado Department of Labor and Unemployment
- Colorado Civil Rights Division
- Mile High SHRM
- Colorado Department of Labor and Unemployment
- U.S. Department of Labor
- U.S. Citizen and Immigration Services
In conclusion, our Deep Dive Series has equipped attendees with invaluable knowledge and practical strategies to navigate the complexities of employment law, safety, and human resources. We look forward to fostering ongoing discussions and learning opportunities within our business community.
August Delegation Deep Dive Series: August 14, 15, and 21. Join us for an exclusive 3-part Deep Dive series. Learn how to delegate effectively, boost productivity, and harness cutting-edge technology to create a high-performing, empowered team. LEARN MORE AND REGISTER.
0 Comments