Decoding New Employee Classification Rules for Your Medical Spa
May 22, 2024
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Paul Edwards, HR expert, discusses employee classification rules in the medical spa industry. Topics include non-compete agreements, exempt vs. non-exempt employees, injector classification, and penalties for misclassification.
Correctly classify employees to ensure regulatory compliance under evolving HR landscape.
Seek guidance and utilize educational resources to navigate complexities of HR regulations for mitigation of risks.
Deep dives
HR Changes and Updates Discussed
The HR landscape has seen significant shifts in recent months, particularly concerning topics such as independent contractors, overtime rules, and non-compete regulations. Paul Edwards from Cedar HR Solutions sheds light on the evolving world of HR, emphasizing the importance of staying informed and compliant with the latest developments.
Impact of Department of Labor Rules
The Department of Labor (DOL) ruling focuses on crucial factors in determining employment status, such as the nature of the work performed and the role's integration into the business. This shift underscores the significance of correctly classifying employees to ensure regulatory compliance.
Clarification on Employee Classification
Employers need to carefully assess if their workers are employees or independent contractors based on various criteria outlined by the DOL. The emphasis on the worker's role within the business and the degree of control exerted by the employer plays a pivotal role in determining proper classification.
Education and Resources for Employers
Employers are urged to seek guidance from experts and leverage educational resources to navigate the complexities of HR regulations. By prioritizing compliance and staying informed on relevant updates, businesses can mitigate risks associated with misclassification and non-compliance.
This week, AmSpa founder and CEO, Alex R. Thiersch, JD, speaks with Paul Edwards, founder and CEO of CEDR HR Solutions. Drawing on Edwards’ more than 25 years of human resources expertise, they discuss recent regulation changes that could impact how your medical spa handles non-compete agreements, employee overtime and independent contractor status. They explain: