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Arlington Heights small business attorneys, paying your sales staff,Running a small business is no easy task; not only do you need to offer a unique product or service, abide by all tax laws, and cover the cost of your overhead, but you must also ensure your employees are happy. To accomplish that, you need to know how to pay them. In regards to sales staff, there are two types of compensation: salary and incentive. Which one is right or your small business? The following information may help you decide.

Laws May Dictate Your Decision

While, ideally, you want to offer a compensation package that offers employees incentive without breaking your budget, there are guidelines that must be adhered to under the law. Depending on your business and location, these laws may dictate the type of compensation you can offer. At the very least, the laws will need to be considered. As such, employers should ensure they have a firm understanding of all applicable labor laws.

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b2ap3_thumbnail_employee-handbook-Arlington-Heights-.jpgEmployee handbooks are like welcome packages for your employees. They outline what you expect from your employees and communicate what your employees can expect from you. Yet it is important to recognize the potential implications of a poorly written employee handbook. The following explains these risks, and provides you with information on how to avoid them.

Employee Handbook Basics

At minimum, you want your employee handbook to make clear that your company complies with the anti-discrimination and harassment laws, and that you are compliant with the Americans with Disabilities Act. In conjunction with this, you should document your expectations on ethics and conduct. This can give you the chance to reiterate your stance on harassment and discrimination. However, you may also need to outline issues that may be regulated (i.e. food safety, environmental regulations, etc.).

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Arlington Heights business law attorneys, Americans with Disabilities ActIn the United States, all businesses with 15 or more employees must comply with the Americans with Disabilities Act (ADA), which protects workers with disabilities from discrimination within the workplace. Any failure to do so can result in hefty fines and penalties, and may even result in a discrimination lawsuit against your business. The following can help you avoid such consequences by providing you with information on how to ensure your policies are in line with the ADA requirements.

Protection Against Discrimination 

Under the ADA, individuals with disabilities and their family members are protected from discrimination in hiring, termination, and opportunities for advancement. This means you cannot deny employment to someone based on a disability, or the disability of a loved one. It also means you cannot terminate someone because he or she, or a loved one, has a disability. Individuals with disabilities and employees who have a loved one with a disability must also receive the same consideration when it comes to advancements and promotions within the company. 

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Lombard business law attorneys, new businessStarting your own business means making a lot of tough and important choices. One of your first choices will be deciding how to structure your business—meaning, you need to determine your business’s entity. Interestingly enough, this is also one of the most critical decisions you make; how you and the business will be taxed, your personal liability, and even the type and amount of paperwork you will be required to do will all be based upon your company’s structure. How do you decide? The following can help.

Sole Proprietorships

A sole proprietorship is one of the most common business structures, partly because it is the least complex to start, form, and run. There are some pretty major limitations and pitfalls to this structure, however. For example, a sole proprietorship can only have one owner. As the business owner, you also assume responsibility for all financial obligations and taxation for the business. If you make a mistake, you really do not have anything to fall back on. If the business goes under, you may be required to file for bankruptcy to avoid complete financial devastation.

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Arlington Heights business law attorneys, overtime lawFederal law recently placed a new law on overtime pay, and it has a lot of businesses in Illinois scrambling to figure out how they will accommodate. For many, the issue relates to their salaried employees, such as managers and supervisors. The big concern is that employees may attempt to rack up hours to get extra pay—extra pay that some small business owners may not be able to afford. Learn more about this new law, how it may apply to your business, and what you can do to try and mitigate the impact.

Understanding the New Law

Passed under the Obama administration, the new law applies to nearly all salaried employees making less than $47,476 per year. Their employers must now offer overtime pay (time-and-a-half) for any work hours exceeding the 40 hour full-time hour limit. Some 4.2 million workers are expected to be eligible.

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