> ## Documentation Index > Fetch the complete documentation index at: https://handbook.helendelovely.com/llms.txt > Use this file to discover all available pages before exploring further. # Compliance Map > The laws and rules behind this manual, in one table: what applies to us, at what size, and which page covers it. 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](/pay-and-time-off/timekeeping-and-overtime), [Classifications](/employment/employment-classifications) | | DOL intern test (primary beneficiary) | Yes; our interns are paid hourly, so it isn't relied on | [Classifications](/employment/employment-classifications) | | PUMP Act: nursing breaks and space | Yes, any size | [Accommodations](/employment/accommodations) | | USERRA: military service | Yes, any size | [Other leave](/pay-and-time-off/other-leave) | | Employee Polygraph Protection Act | Yes | [Your rights](/conduct/your-rights-at-work) | | National Labor Relations Act, Section 7 | Yes | [Your rights](/conduct/your-rights-at-work) | | OSHA general duty clause; injury reporting of fatalities and hospitalizations | Yes; routine injury logs not required at our size and industry | [Workplace injuries](/operations/workplace-injuries-and-workers-comp) | | Form I-9 (three business days, retention) | Yes | [Personnel records](/employment/personnel-records) | | Fair Credit Reporting Act: background checks through a vendor | Yes, when a vendor report is used | [Background checks](/employment/background-checks) | | Title VII, ADA, GINA, Pregnant Workers Fairness Act | At 15 employees; applied now by policy | [EEO](/employment/equal-employment-opportunity), [Accommodations](/employment/accommodations) | | Age Discrimination in Employment Act | At 20 employees; applied now by policy | [EEO](/employment/equal-employment-opportunity) | | COBRA | At 20 employees, and only with a group health plan; neither applies | [Benefits allowance](/pay-and-time-off/benefits-allowance) | | FMLA | At 50 employees; does not apply | [Other leave](/pay-and-time-off/other-leave) | | HIPAA Privacy, Security, and Breach Notification Rules | Yes | [HIPAA overview](/privacy-and-security/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](/privacy-and-security/records-retention) | | Medicaid exclusion screening (OIG and SAM, at hire and monthly) | Yes, as a Medicaid-enrolled provider | [Exclusion screening](/employment/exclusion-screening) | | False Claims Act written-policy mandate | At \$5 million in annual Medicaid payments; does not apply | [Billing basics](/operations/billing-basics-for-clinicians) | ## 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](/pay-and-time-off/pay-and-payroll), [Final pay](/leaving/final-pay) | | Antidiscrimination Act, including pregnancy and breastfeeding accommodation and the handbook notice | At 15 employees; applied now by policy | [EEO](/employment/equal-employment-opportunity), [Accommodations](/employment/accommodations) | | Healthcare non-compete ban (2026) | Yes | [What survives employment](/leaving/what-survives-employment) | | Workers' compensation coverage and injury reporting | Yes | [Workplace injuries](/operations/workplace-injuries-and-workers-comp) | | Utah Occupational Safety and Health | Yes | [Emergency evacuation and fire safety](/operations/emergency-evacuation-and-fire-safety) | | New-hire reporting to DWS within 20 days; unemployment insurance | Yes | [Personnel records](/employment/personnel-records) | | Voting leave, jury duty protection | Yes | [Other leave](/pay-and-time-off/other-leave) | | Firearms in vehicles, Internet Employment Privacy Act, Employment Selection Procedures Act | Yes | [Your rights](/conduct/your-rights-at-work) | | Drug and Alcohol Testing Act | Only if the practice tests; it doesn't | [Drug- and alcohol-free workplace](/conduct/drug-and-alcohol-free-workplace) | | Paid sick leave mandate | None in Utah; cities preempted | [Sick time](/pay-and-time-off/sick-time) | | E-Verify mandate | At 150 employees; does not apply | [Personnel records](/employment/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](/clinical-practice/scope-of-practice), [Who we are](/welcome/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-practice/scope-of-practice), [Clinical supervision](/employment/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](/employment/clinical-supervision), [Records retention](/privacy-and-security/records-retention), [CE stipend](/pay-and-time-off/continuing-education-stipend) | | Duty to warn (Utah Code § 78B-3-502) | Actual threat plus identifiable victim; warn the victim and notify law enforcement | [Mandatory reporting](/clinical-practice/mandatory-reporting) | | Child abuse reporting (§ 80-2-602); vulnerable adult reporting (§ 26B-6-205) | Any person, immediately, no therapist exemption | [Mandatory reporting](/clinical-practice/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](/privacy-and-security/remote-work-and-telehealth) | | NASW Code of Ethics (2021) | Incorporated into Utah's rule; the professional standard here | [Code of conduct](/conduct/code-of-conduct) | | Social Work Licensure Compact | Enacted in Utah; multistate licenses not yet issued as of September 2026 | [Licensure and credentialing](/employment/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](/operations/billing-basics-for-clinicians) | ## 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.