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HR Compliance: The Straight And Narrow Road  - blog post image

HR Compliance: The Straight And Narrow Road

Chelsea Perry - Friday, October 10, 2014
Posted 3 years ago

Human Resources compliance is very straightforward: either your company IS compliant or it ISN’T. There are no points for trying, no “do-overs” for something you didn’t know, and no trophies for participation. Simply put, compliance has no margin for error.

If you’re like most companies, you want to reduce the risk of employee related issues or litigation, but you’re frustrated that the frequent changes to employment laws and regulations make HR compliance a moving target. Luckily, there are a few simple things you can do to protect your company from noncompliance issues.

Document, document, document.

Insufficient documentation can cripple your company should a complaint ever arise and it leaves you vulnerable to adverse claims. On the other hand, having well documented records of company policies, performance evaluations, employee information, and other key items is the best defense your company can have for a couple of reasons. First, documenting training, policies, and company guidelines gives your employees a clear picture of what is expected and what they can expect. Just knowing this can reduce the number of complaints or issues in the workplace. Secondly, if a legal issue does arise, your documentation will prove your compliance and protect you from false accusations.

Keep employees in the know.

Make sure your employees are aware of and understand your company policies and procedures. When changes in employment laws require a change in your company policies or procedures, communicate the changes with your team. Employees that understand the expectations for adherence to company policies as well as the consequences for not adhering to them are more likely to practice them in the workplace and are significantly less likely to make superfluous complaints.

Your employee handbook is a great tool for employees to reference if they have any questions about policies or procedures as long as it is updated when changes occur. (Employees need to be informed of any updates and a record of acknowledgement and understanding of the change should be kept.)

When in doubt, ask an expert.

Continually reviewing processes, policies, and procedures can be time-consuming and cost-prohibitive if you are trying to do so using internal resources. It makes sense to rely on the knowledge and experience of a professional who eats, sleeps, and breathes HR compliance. It removes the heavy weight of the HR compliance monster from your shoulders and it frees up your internal resources to focus on other aspects of your business.

Make it Simple.

Keeping records, files, and manuals in multiple locations only increases the chance that something will fall through the cracks and set you up for financial disaster with an adverse claim. Using a single system that consolidates your HR department functions is the best way to protect your company and reduce the cost of an in-house HR specialist.

HRCS is the only platform of its kind to provide all the necessary HR tools for your business with the focus on HR compliance you need. Laws change, records become outdated, and policies become obsolete; chances are your HR department needs a checkup. Contact HRFix and see how HRCS can get your company into and maintain HR compliance. Schedule your live demo today by filling out the form below.

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