Human Resource professionals have quite a challenging role within an organization to ensure it runs smoothly and its employees remain happy and productive. One key facet of HR management is compliance and legislation, which involves keeping abreast of changes in federal and state laws, as well as industry regulations. This article aims to explore the various compliance and legislation updates for HR professionals and provide insights on how to stay up-to-date with them. Expand your knowledge with this external content! Www.Workstem.Com, check out the recommended website.
Fair Labor Standards Act (FLSA)
The FLSA is a federal law that governs minimum wage, overtime requirements, and child labor laws. In September 2019, the Department of Labor announced a new rule that would increase the minimum salary threshold for exempt employees from $23,660 to $35,568 annually. This rule went into effect from January 1st, 2020, and aims to cover more employees who work overtime hours but are not compensated accordingly. HR professionals need to adjust their payroll and personnel policies to comply with this update.
Family and Medical Leave Act (FMLA)
The FMLA provides eligible employees with up to twelve weeks of unpaid leave per year but with job protection in case of medical emergencies or family situations such as child birth, adoption, and foster care placement. The eligibility criteria, leave entitlements and procedures have undergone few changes in recent times. HR professionals should keep reviewing all the updates to this act to maintain HR compliance; it is important to keep staff updated on the current guidance regarding eligible reasons for leave, certifications, and recordkeeping. HR professionals should consider conducting periodic training to ensure all the employees are aware of their rights under FMLA and the employer’s obligations in this regard.
Discrimination and Harassment
Discrimination and harassment are significant concerns for HR professionals: it is essential to maintain a workplace that is fair and free from harassment and discrimination. Title VII of the Civil Rights Act of 1964 continues to be the basis for most anti-discrimination law in the workplace. HR professionals should educate employees about workplace respect, how to identify unlawful employment discrimination, and how to report concerns if they arise. HR professionals should have a policy in place that identifies the behavior that would be considered discriminatory or harassing (both direct and indirect), and the procedure to follow when a report is filed. HR professionals should provide mandatory training and annual updates regarding the company’s policies, as well as the consequences that might arise from violating these policies.
E-Verify and Immigration Updates
E-Verify is an online federal employment verification system established as a result of The Illegal Immigration Reform and Immigrant Responsibility Act. The system enables employers to verify whether employee newly hired has authorization to work in the United States. HR professionals should ensure that the organization updates E-Verify promptly and on or before the due date, use it correctly, and adhere to the compliance guidelines to avoid penalties. The Department of Homeland Security continues to enforce immigration laws, including increased I-9 Form compliance audits on US employers. HR professionals should make sure the company’s I-9 forms are up-to-date and maintained in a proper format; they should also periodically audit I-9 forms to ensure that they’re complete and contain no errors.
Remaining compliant with federal and state laws is essential for any organization’s HR department to avoid hefty fines and penalties and reduce business expenses. It’s vital to understand that compliance and legislation updates for HR professionals come in many forms, including changes to existing legislation, new federal guidance, and court decisions. Therefore it is important to stay current in the fast-changing legal landscape. HR professionals must stay up to date and ensure they arrange training sessions for their employees to maintain legal compliance and avoid any reputational or financial risks. Gain further insights about the subject using this recommended external source. https://www.workstem.com/au/, additional information and new perspectives on the topic covered in this article.
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