Getting started with Justworks
Justworks is here to help your company stay compliant. As a first step, we’ve compiled this brief summary that contains some basic compliance information and direction to get more comprehensive info. As a business owner, you may already know about some of these topics, but it might be worth your time to take another look.
Keeping your company compliant is the very first step to running a stable and successful business and familiarizing yourself with this information now is vital as your business grows. Please note: the following has been prepared for informational purposes only and is not intended to serve as tax or legal advise.
On top of federal labor laws, each state has its own set of labor laws. These cover minimum wage, final paychecks, work hours, overtime, time off, payment of wages, and wage supplements, wage theft, and more. As an employer, you should familiarize yourself with the regulations of each state in which you employ people. Check out your state’s DOL website for information on the laws that affect your business and industry, and visit our HR Concierge for help learning about regulations that affect you.
Most businesses in the United States are required to have a workers compensation insurance policy. As a Justworks customer, you and your employees are automatically covered under our workers comp master policy. This policy covers injuries or illnesses employees sustain on the workplace premises or anywhere else while the employee is acting in the ‘course and scope’ of employment.
If your company ever has a potential workers’ comp issue, please reach out to our support team immediately and we will help you through the process.
You can find more information here.
Employment Practices Liability Insurance
Employment Practices Liability Insurance (EPLI) covers your business for wrongful employment practices, actual or alleged, including harassment, discrimination, wrongful termination, breach of contract, negligent hiring, defamation, and more. The best way to stay compliant is to be proactive. Learn about the laws and regulations (federal, local, and state) and create an employee handbook that outlines your HR policies. Check out our HR Concierge for great resources on these topics and the DOL for a guide on federal laws and regulations: https://www.dol.gov/Compliance/Guide/index.htm
It’s important to note that Justworks only handles EPLI, and not General Liability, which covers things like theft, fire, floods, etc. If your business needs other types of liability insurance, you will need to secure that outside of our system. If you have questions about what our policy covers, reach out to our support team.
Every business must maintain good HR Practices. It’s important to spend some time creating company policies and handbooks so that guidelines are in place from the start. These should address PTO, employment contracts, termination policies, performance reviews, employee training, and more. This will help you to stay compliant and it will take the burden of locating this info off of your employees, making a more comfortable and enjoyable workplace. To get assistance with creating a handbook and information about what policies you should have, contact our HR Concierge.
The Form I9 is used for employment eligibility verification. As an admin, you must approve each employee’s I9 in-person within three days of the start of using Justworks or the start of their employment, whichever is later. The form I9 must be signed by each employee in their profile and then section 2 must be completed by an admin. For more information or if you have an employee who works remotely and there is no admin to physically see the employment documents, please contact Justworks Support.
The Occupational Safety and Health Administration (OSHA) requires the Job Safety and Health poster (or the state equivalent) to be displayed in a conspicuous place where workers can see it. We automatically send you OSHA required compliance posters to every office you have listed in our system. If you already have posters, please let us know and we won’t send new ones.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.