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Bambee will create and maintain HR labor policies that keep you in line with State and Federal regulations

We’ll make understanding State and Federal Labor regulations easy. Then ensure your business is compliant by creating policies, procedures, and documents customized for your company.

About Bambee

What is Bambee?

Bambee is the first outsourced human resource compliance solution for small business. We’re your full-service outsourced HR team. Bambee can help your business with employee conflict resolutions and terminations, federal and state HR compliance, and general HR policy and assistance.

How does Bambee work?
Can Bambee help me terminate employees?
How much does Bambee cost?
Can Bambee help my business comply with labor laws?
Will Bambee help my business with its internal HR processes?
Can Bambee help me with existing government claims? business with its internal HR processes?
Is Bambee right for my business?
What are Bambee's Hours of Operation?

About Internal HR Strategy

Do I need to provide an offer letter to new hires?

Though not required by law, an offer letter can help to add clarity to employer/employee agreements and act as additional defense for your business in court should conflicts arise. Offer letters can also help to set guidelines and expectations and confirm agreements between an employer and employee around job title, salary, and performance goals. Proof of this agreement is an important protection for you and your business. Bambee will write a customized offer letter on your behalf and help you establish an HR process, so you can avoid mistakes that make your business vulnerable to legal retribution.

Should I be running background checks?
How should I categorize exemption status for cross-functional employees?
How many hours per week should my employees be working?
Can I terminate someone with a disability?
Am I required to provide Paid Time Off and Paid Sick Leave?
When must breaks and meal periods be given?
Can I have an employee perform duties outside their job description?
If an employee gives two-weeks’ notice but I ask them to leave immediately, am I required to pay them the full two weeks?
What constitutes insubordination in the workplace?

About Labor & Compliance

What is an I-9 form?

An I-9 form verifies employment authorization for anyone hired in the United States. Federal law requires a completed I-9 form to be on file for all employees, and available for inspection at anytime.

A former employee just returned from active duty to resume employment, but they’re out of practice and not up to date with our company’s changes. Can I deny them employment?
What regulations am I required to follow in accordance with OSHA?
My employees receive tips for their work. What is the minimum wage I must pay them?
Are my workers eligible for overtime payment?
Should my employees be paid for sending email off the clock?
I was planning on firing an employee for poor performance, and then they notified me they will be taking parental leave. Can I still fire them?
What are the consequences for failure to comply with Equal Employment Opportunity (EEO)?
Can I be sued for firing an employee and replacing them with a family member?

About Termination & Employee Types

What qualifies as job abandonment?

Technically considered voluntary resignation, job abandonment occurs when an employee does not show up for scheduled working hours for a number of consecutive days. In most states, 3 consecutive days of unexcused absences is considered job abandonment. If a former employee has abandoned their role at your business, contact us immediately to ensure your business is protected against any potential retribution.

Am I at risk of wrongful termination?
If I terminate an employee, do I have to pay unemployment?
When can I classify an employee as seasonal?
What gives an employee exempt status?
What gives an employee non-exempt status?
What is at-will employment?
How much time do I have to pay a terminated employee?

About Claims Management

What are the consequences for the improper classification of employees?

Failure to comply with the FLSA can result in employers being forced to provide up to 3 years of back-pay for employees seeking recovered wages. Additionally, businesses accused of being in violation are often audited completely. These audits often lead to expensive class action suits, which could mean a loss of hundreds of thousands for your business if you’re found to be in violation.

I fired an employee whose wages were being garnished. Will I be sued?
What does OSHA classify as a ‘serious violation?’
What are the consequences for failing to comply with an OSHA warning?
Under what circumstances might an employee file an EEOC claim?