FAQs

Amplified HR Solutions provides a wide array of human resource services. These include HR coaching, training programs, and compliance services. Our offerings are specifically designed to assist businesses in effectively managing their workforce and ensuring compliance with relevant regulations.

The classification of workers as 1099 contractors or W2 employees is determined by specific criteria. The Department of Labor uses an economic reality test to assess the appropriate classification. This test evaluates factors such as profit or loss opportunity, investments, work relationship permanence, control degree, work importance to the employer's business, and worker skill and initiative. Correct classification is essential for compliance with labor laws and regulations.

Male employees are indeed eligible for Family Medical Leave Act (FMLA) benefits related to the birth of a child. This applies to companies with 50 or more employees within a 75-mile radius. Under FMLA guidelines, both mothers and fathers can take time off following a child's birth, provided they meet the act's eligibility requirements.

It's crucial to differentiate between comp time and flex time. Comp time, which allows employees to accrue 1.5 hours of leave for each overtime hour worked, is only permitted for public-sector employers under the Fair Labor Standards Act (FLSA). Private-sector employers must utilize flex time, allowing employees to adjust their work hours within the same workweek to offset extra hours worked. If flex time isn't used within the same workweek, overtime must be compensated at 1.5 times the employee's regular rate.

Addressing performance issues requires a structured approach. We recommend a seven-step process: 1) establish a positive tone, 2) objectively describe the performance issue, 3) ensure the employee acknowledges the problem, 4) identify root causes, 5) involve the employee in solution development, 6) motivate the employee by highlighting personal benefits of improvement, and 7) conclude by summarizing the discussion and outlining next steps. This method encourages constructive dialogue and employee engagement in the improvement process.

For proper record-keeping and compliance, it is advisable to store Form I-9 documents separately from personnel files. We recommend maintaining all current and former employees' Form I-9s in a dedicated folder or binder. This practice facilitates easier access during audits and helps maintain the confidentiality of other personnel information.