It's April 1st. But don't fool with compliance!

Posted by Christy Putnam on April 1, 2019 at 10:46 AM

Compliance Risk ChecklistAs an HR professional - or someone charged with HR responsibilities for an organization - what is your biggest fear? Is it snakes? Tight spaces? Heights? Or is it compliance?

Compliance is no joke, especially when you consider the potential fines and penalties your business could be assessed for not following established laws. And it often doesn't matter if the infractions are intentional or unintentional. Following are some examples of HR compliance areas you may think you have handled...but are you sure? Or are you just fooling yourself? If you aren’t certain, it could cost your organization more than just laughs.

Form I-9
Fines will be assessed for employers knowingly hiring or continuing to employ unlawful workers.

$548 - $19,242
(depending on number of workers and if it is a first, second, or third offense)

Fines are incurred by employers with 50+ FTE employees who do not provide medical insurance coverage at all or who provide coverage that is not affordable (i.e. the employee's cost is more than 9.86% of the employee’s household income in 2019).

$2,500 - $3,750
(per full-time employee per month for 2019)

Fines are assessed when people with disabilities do not have the same rights and opportunities as everyone else and are discriminated against by a company.

(maximum for first violation)

(maximum for subsequent violations)

Fines are imposed on companies that willfully or repeatedly violate the minimum wage or overtime pay requirements.

(maximum on or after 01/24/2019)

Fines are assessed to organizations who fail to provide a health plan’s Summary of Benefits and Coverage within the defined time limits.

(per failure)

Fines are incurred when standards for providing training, outreach, education, and assistance to achieve safe and healthful working conditions are not met.

(serious other-than-serious posting requirements)

(willful or repeated)

Form 5500
Fines are assessed by the IRS and DOL when Form 5500 (which is the annual report that contains information about benefit plans subject to ERISA) is filed late.

$25/day, up to $15,000 maximum
(IRS penalty)

$1,100/day, no maximum
(DOL penalty)


If you're looking for reliable yet quick answers to pressing HR questions on changing laws and regulations, check out our latest HR offering: People Savvy HCM Essentials. This resource combines access to certified HR advisors - for when you need advice from a real person - with a self-service site containing rich HR content, including educational videos (like the one pictured below), policy templates, and weekly hot HR topic e-mails. The information you find through this service may save your organization from those expensive compliance violations. No foolin'!

workplace compliance no joke

If you want to stop guessing and start knowing the answers to your HR-related questions, contact us today so we can get you connected to this valuable resource.

Topics: Human Resources, HR Compliance, HR Policies

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