The employer-employee dynamic is constantly changing on all levels in HR. From federal, to state, and city ordinances. Employers and senior management often have a hard time keeping up with changes in the law. In a recent poll, more than 80% of companies seek outside advice on HR compliance issues. With lawsuits on the rise in areas such as ADA compliance, wage and hour compliance, workers compensation compliance, and leave compliance, just to name a few, the need to be proactive is even greater.

Tips that we think will help:

Have a consistent resource that stays in the know

Employers today have many things to worry about and compliance is one of them. From employee files, interviewing, hiring, termination, leave of absences, and more. It’s no surprise lawsuits are on the rise with the ever changing landscape and HR often falls by the wayside.

It’s human nature to resist change, however HR best serves a business with a proactive approach. Keeping up to date with policies coming down the line will also help you prepare when it’s time to act.

Strategic Planning     

Create a plan that outlines how to prevent issues that may arise and how to go about solving them, instead of dealing with the issues as they arise.

The Department of Labor has a program that helps businesses manage compliance, it’s the Plan/Prevent/Protect program.

Plan: Identify areas where there may be a risk of legal and other violations. Engage employees in the plan and encourage them to participate in its creation. Provide copies of the plan to all employees and ask for help to oversee its implementation. Above all, keep communication lines open.

Prevent: Go beyond the paper. Make sure the plan you and your employees create is actually implemented. Too many “mission statements” are developed and then filed away. Take the time to get employee buy-in.

Protect: Regularly check up on employees to make sure the plan’s objectives are met. Remember, the plan is to be protected from employment violations.

Audit and Assess Regularly

Periodic audits are necessary to ensure compliance. Creating a simple checklist in key areas such as hiring, compensation, employee relations, and mandatory laws. Conduct audits on a regular basis using the checklist. When laws change, you’ll have a list to cross-reference so you’re not scrambling to meet regulations. Overall, the best way to stay on top of HR compliance is with the 3 P’s. Prepare, Prevent, Practice.