Everybody has a dream of starting their own business. Well, maybe that's not completely true, but I know I have, and if you're reading this, you might consider it. Indeed, the start of a company that is a huge task, and will doubt your ability to take it all on. It will take a lot of money and time commitment, devout and willing to learn. You'll want to know about the law. Trade rules govern everything from reports of revenue management, even the way you treat your customers. Perhaps most importantly, however, the way you treat your employees.
There are hundreds of laws related to interactive employee / employer relationship, but I'll cover the basics here. No matter what kind of business you have, you are governed by the Basic Law 6:
Safety is the foremost! Occupation accidents Safety Act (OSHA) is the second act in-depth coverage of this announcement, read up on it can take hours. Thankfully, it can be summed up in a few words that are often quoted. Employers must provide a workplace free from recognized hazards. "If the danger where there is work, you are required to establish their understanding (for example, sign post, requires meeting safety). Those who are looking to start a business hazardous construction should pay close attention to this and look into the courses secure an industry that ensures compliance.
The Fair Labor Standards 1938 (FLSA). FLSA is where we get our minimum wage back in 1938 (it's only $ 0.25 / hour!). It handles extra time (not less than 1.5x for hours after the 40th hour worked). For an employer, FLSA covers a whole lot more. You must keep a record of your employees, address, date of birth, occupation, working hours and are paid. You must record the date and time of the beginning and end of each payment period.
If you are planning on hiring minors, remember that children aged 14-15 can work during school hours and that no one under 18 can not work in the workplace was considered "dangerous". What is considered "dangerous? Well done by the Office of the Wage and Hour and 29 CFR part 570 (Code of Federal Regulations).
Then we have the consumer Credit Protection Act (CCPA). In a way, the law protects everyone: employees and creditors. As an employer, it is your duty to carry out the confiscation of any wage, but not more than 25% of an employee's income after tax. The limit has been bumped up to 50% for the payment of child support and then again up to 65% for child support in arrears for more than 12 weeks. There is no limit on the number of bankruptcy cases or past due federal tax liabilities.
This one is short and simple. Staff Machines Protection Act (EPPA). Except for security services and those of the pharmaceutical industry, you're not allowed to test demand Machines - before hiring them, or from the current staff.
If you're going to provide funds for retirement, for your employees, you'll want to read the rules Employee Retirement and Income Security (ERISA). Individuals who are perfectly honest should not have a problem with this, but then, again, was not done due to a perfectly upright. In a nutshell, these retirement funds (as a form of employee benefits) must be carefully managed efficiently by employing the best interest in mind and in keeping with an agreement between employers and employees.
Finally, you should know how to implement the law, and employment services for work again the right to wear a uniform (USERRA). Uniformed services mean army, navy, air Marine Reserves or National Guard. First of all, you can not deny employment because of service in the armed forces, or you can retaliate against employees for implementing USERRA. It requires that you provide services that work with those who have left in order to meet the obligations they have to be back home on their reemployed they fulfill the criteria provided 5.
-Returned Within 5 years
Notice -Gave before departure (unless they can do so)
Also, absent was being called into service
Dishonor was also not released or punishment
-Reported Back to the employer after returning from service "in a timely manner" (if not)
I selected six people as they apply to virtually all employers, but there are tons more. Also, keep in mind these are all federal laws, and there are plenty of laws specific to your state. Anyone looking to open for business will have to check out the Department of Labor for a brief but hopefully, this gives a basic idea of what is expected of anyone looking to rent.