3 Steps to Take Begin to Maintain a Legally Compliant HR Office.

HR compliance can be cumbersome at times, but it is important that each HR office takes compliance seriously.

HR offices are required to follow labor laws and regulations at the federal, state, and local levels. It is crucial that your HR team is knowledgeable and adheres to these laws to mitigate any HR risks. Noncompliance can lead to harsh consequences, these can include heavy fines, litigation, and the loss of trust. The steps below will help you begin moving toward a space of compliance.

1-MAKE SURE YOUR ARE AWARE OF THE FAIR LABORS STANDARD ACT (FLSA) RULES AND REQUIREMENTS

FLSA governs minimum wage, overtime pay, and the classification of exempt and non-exempt employees. Employers must ensure accurate payroll and working hour records to comply with FLSA requirements.

I suggest that you set regular time in your schedule to make sure your review your policies, track your payroll each payday, and also train supervisors and managers on what is expected. Also stay logged into the DOL FLSA site for all of the most resent updates.

2-BE AWARE OF WHAT THE OCCUPATIONAL SAFETY AND HEALTH ACT (OSHA)

This law outlines workplace safety and health standards. Employers are required to provide a safe work environment, comply with OSHA regulations, and report workplace injuries and illnesses.

Your HR department should create state or federally required safety training for your employees, and train your employees on a regularly scheduled basis,. This process will make sure your employees are aware of the safety expectations in your work environment. All companies or organizations with employees should have a safety policy no matter the size.

3-STAY ON TOP OF UPDATES AND NEW POLICIES FROM THE EQUAL EMPLOYEE OPPORTUNITY COMMISSION (EEOC) & BE AWARE OF TITLE VII OF HE CIVIL RIGHTS ACT.

Title VII is a major legislation that prohibits employment discrimination based on race, color, religion, sex, national origin or other protected classifications. Employers must implement nondiscriminatory hiring practices and maintain a workplace free from harassment and discrimination.

Staying connected with EEOC notifications will help your department stay on top of any necessary changes to your policies, processes or employee training. Make sure your HR team is not only documenting new processes, but also applying them by training all staff on the expectations of each new change or policy required. This will require your HR team to review all of your processes and policies to confirm that you are applying the updates where needed.