Compliance Map

This is the short version of the legal audit behind the manual, verified in September 2026. It exists so you can see which rules bind the practice today, which ones start at a headcount we haven’t reached, and where each one lives in the manual. The full cite table with sources is in the repository README for whoever maintains this. The practice is Helen DeLovely LCSW PLLC, a Utah professional limited liability company owned by a licensed clinical social worker. As of September 2026 it has fewer than 15 employees. Where a law starts at 15, 20, or 50 employees, the manual applies the standard anyway by policy; what changes at the threshold is the legal remedy, not how we behave.

Federal

Rule	Applies to us today?	Page
Fair Labor Standards Act: minimum wage, overtime, exempt-salary floor ($684 per week), records	Yes	Timekeeping and overtime, Classifications
DOL intern test (primary beneficiary)	Yes; our interns are paid hourly, so it isn’t relied on	Classifications
PUMP Act: nursing breaks and space	Yes, any size	Accommodations
USERRA: military service	Yes, any size	Other leave
Employee Polygraph Protection Act	Yes	Your rights
National Labor Relations Act, Section 7	Yes	Your rights
OSHA general duty clause; injury reporting of fatalities and hospitalizations	Yes; routine injury logs not required at our size and industry	Workplace injuries
Form I-9 (three business days, retention)	Yes	Personnel records
Fair Credit Reporting Act: background checks through a vendor	Yes, when a vendor report is used	Background checks
Title VII, ADA, GINA, Pregnant Workers Fairness Act	At 15 employees; applied now by policy	EEO, Accommodations
Age Discrimination in Employment Act	At 20 employees; applied now by policy	EEO
COBRA	At 20 employees, and only with a group health plan; neither applies	Benefits allowance
FMLA	At 50 employees; does not apply	Other leave
HIPAA Privacy, Security, and Breach Notification Rules	Yes	HIPAA overview and the privacy section
42 CFR Part 2 (substance use disorder records)	No; the practice does not hold itself out as an SUD program	Records retention
Medicaid exclusion screening (OIG and SAM, at hire and monthly)	Yes, as a Medicaid-enrolled provider	Exclusion screening
False Claims Act written-policy mandate	At $5 million in annual Medicaid payments; does not apply	Billing basics

Utah employment

Rule	Applies to us today?	Page
Payment of Wages Act: semimonthly pay, 10-day rule, deductions only with written authorization, final pay timing, pay notice at hire	Yes	Pay and payroll, Final pay
Antidiscrimination Act, including pregnancy and breastfeeding accommodation and the handbook notice	At 15 employees; applied now by policy	EEO, Accommodations
Healthcare non-compete ban (2026)	Yes	What survives employment
Workers’ compensation coverage and injury reporting	Yes	Workplace injuries
Utah Occupational Safety and Health	Yes	Emergency evacuation and fire safety
New-hire reporting to DWS within 20 days; unemployment insurance	Yes	Personnel records
Voting leave, jury duty protection	Yes	Other leave
Firearms in vehicles, Internet Employment Privacy Act, Employment Selection Procedures Act	Yes	Your rights
Drug and Alcohol Testing Act	Only if the practice tests; it doesn’t	Drug- and alcohol-free workplace
Paid sick leave mandate	None in Utah; cities preempted	Sick time
E-Verify mandate	At 150 employees; does not apply	Personnel records

Utah licensing and the practice entity

Rule	What it means here	Page
Professional LLC rules (Utah Code § 48-3a-1101 and following; renumbered to Title 16, Chapter 20 on October 1, 2026)	Clinical services are provided only through licensed people; unlicensed staff do administrative work; owners must be licensed	Scope of practice, Who we are
Mental Health Professional Practice Act (Utah Code § 58-60)	Scope of each license, unprofessional conduct, LCSW hours, client notice requirements	Scope of practice, Clinical supervision
DOPL supervision and practice rule (Utah Admin. Code R156-60e, 2026)	Supervisor approval, supervision contracts, 30-day filings, 10-year records, 40-hour CE	Clinical supervision, Records retention, CE stipend
Duty to warn (Utah Code § 78B-3-502)	Actual threat plus identifiable victim; warn the victim and notify law enforcement	Mandatory reporting
Child abuse reporting (§ 80-2-602); vulnerable adult reporting (§ 26B-6-205)	Any person, immediately, no therapist exemption	Mandatory reporting
Telehealth (Utah Code § 26B-4-704; R156-1-602)	Utah license, same standard of care, verify identity and location, informed consent	Remote work and telehealth
NASW Code of Ethics (2021)	Incorporated into Utah’s rule; the professional standard here	Code of conduct
Social Work Licensure Compact	Enacted in Utah; multistate licenses not yet issued as of September 2026	Licensure and credentialing
Utah Medicaid provider obligations	Monthly exclusion checks, five-year records, fraud reporting; the practice is enrolling and not yet submitting claims	Billing basics

When headcount changes

The practice manager re-checks this map whenever headcount crosses 10, 15, 20, or 50, and each January. Thresholds are counted the way each law counts them, which is usually 15 or more employees for 20 or more weeks in the current or prior year.

⌘I

Welcome

Employment

Pay, hours, and time off

Conduct and the workplace

Privacy, HIPAA, and security

Clinical practice

Operations

Leaving

Acknowledgment

Reference

Federal

Utah employment

Utah licensing and the practice entity

When headcount changes

​Federal

​Utah employment

​Utah licensing and the practice entity

​When headcount changes

Federal

Utah employment

Utah licensing and the practice entity

When headcount changes