Tips for Hiring an Employee
Are you aware that the steps to hiring an employee should start long before you have advertised a job opening? It is important to make certain that your business (and your personal assets as a business owner) is protected through the proper legal entity, but also through best practices in hiring an employee.
Are you aware of your obligation to make certain that your employee is authorized to work in the United States? You need to have a completed Form I-9 (Employment Eligibility Verification) for each employee.
Are you aware that Form I-9 (Employment Eligibility Verification) needs to be filled out by the employee no later than the time of hire, and employers must complete the Form I-9 within three (3) business days of the date employment began? It is prudent to complete the Form I-9 the first date of employment to ensure that the deadline is met.
Are you aware of your legal obligations to post employment posters? You can obtain the free posters here: https://www.dli.mn.gov/about-department/workplace-posters.
Are you aware that you have to report new hired and re-hired employees to the Department of Human Services within a specific prior of time? An experienced business attorney can assist you in making certain that you are in compliance with the law.
Are you aware that if your employee is signing a non-compete, non-solicitation or any type of agreement as a condition of employment that agreement needs to be executed no later than the employee’s first day of employment. An experienced business attorney can assist you in making certain that you are in compliance with the law.
Spangler and de Stefano, PLLP assists employers with making certain that there hiring process is in compliance with applicable laws, which depending on your business could include federal law, state law and local law.
The material contained herein is for informational purposes only, and is not intended to create or constitute an attorney-client relationship between Spangler and de Stefano, PLLP and the reader. The information contained herein is not offered as legal advice and should not be construed as legal advice.