Hello All:
I have an OEM medical diagnostic technology supplier that I am attempting to guide through the SAM registration process. They are under 50 employees currently, but are growing rapidly and expect to pass that mark by the end of this year.
They have hesitated (HR/Legal) to move forward with registration based on the requirements placed on companies under federal labor laws. They anticipate a good deal of expense involved in implementing these but...
Their HR Officer has raised concerns regarding EEOC, Drug Testing policies, etc. that they are not currently set-up for. As mentioned, they believe it will cost a good deal of money to "be ready" and get in compliance.
My thought is they may be getting the cart before the horse. I'm trying to provide them with reliable guidance/information and need input from the "congregation". Many thanks!
My company will be a non-exclusive distributor of this new medical diagnostic technology targeting the VHA and DoD.
My questions to our fellow members are as follows:
- As a small business owner, have you found that you needed to establish a number of different programs (under federal law) to comply with federal labor requirements?
- Does the magic 50 employee level change the game? If so, how?
- Can my technology provider (the OEM) get registered in SAM now and update their status at a later date, when appropriate, to meet federal labor program guidelines?
- If my company is the primary distributor to the federal sector, do they have to be registered at all?
Best,
Schuyler C. Jones, CEO
VetGuard Medical Supply, LLC
schuyler@vetguardmedical.com