HR Foundations
Ever since I took an Industrial/Organizational Psych class in college, I knew HR was the job for me. I wanted to help people and organizations work together so individuals are more satisfied in their jobs and companies are more successful.
I started my HR career as an Administrative Assistant in the HR department of a large company. As an HR Admin, I learned HR from the ground up by studying compliance first. Compliance refers to following the laws, regulations, and policies that govern HR practices, including recruitment, hiring, training, compensation, and termination. Following HR-related laws and regulations ensures that companies remain legally compliant, which protects the company's employees, stakeholders, and reputation.
Now, I know what you’re thinking…compliance, ugh. It’s not the most fun topic to talk about, but it’s necessary. It's certainly not fun when you receive a DOL audit, but if you're HR compliant, the audit may be a little easier. Non-compliance can be costly to a company. But, having the right HR support on your team can save your company the pain of audits, fines, and even criminal charges.
There are several key areas of human resources compliance that organizations need to be aware of, including (but not limited to):
Equal Employment Opportunity (EEO): EEO laws prohibit discrimination against employees and job applicants based on protected characteristics such as race, gender, age, religion, and national origin. Employers must ensure that their hiring, promotion, and compensation practices are fair and unbiased.
Fair Labor Standards Act (FLSA): The FLSA establishes minimum wage, overtime pay, and child labor standards. Employers must ensure that they pay their employees at least the minimum wage and overtime rates as defined by law. They must also ensure that they do not hire employees who are underage and subject them to harmful work conditions.
Family and Medical Leave Act (FMLA): The FMLA requires certain employers to provide eligible employees with up to 12 weeks of unpaid leave per year for family or medical reasons. Employers must also provide job protection and continuation of health benefits during the leave period.
Occupational Safety and Health Act (OSHA): OSHA sets standards for workplace safety and health. Employers must provide a safe and healthy work environment, provide adequate training to employees, and report workplace injuries and illnesses to OSHA.
Immigration Reform and Control Act (IRCA): The IRCA requires employers to verify the employment eligibility of all employees. Employers must also ensure that they do not discriminate against employees based on their national origin or citizenship status.
These are just the beginning. There are many other laws that govern businesses in their HR policies and practices. Organizations need to develop and implement effective compliance programs. A compliance program should include policies and procedures that address each of the areas of compliance outlined above (and others). It should also include training for managers and employees to ensure that everyone understands their responsibilities.
In addition to developing a compliance program, organizations should conduct regular audits to identify any areas of non-compliance. Audits should include a review of HR policies and procedures, as well as an assessment of employee practices.
HR compliance is critical to the success of any organization. By following the laws, regulations, and policies that govern HR practices, organizations can operate ethically and legally, which protects the company's employees, stakeholders, and reputation. Developing and implementing effective compliance programs, conducting regular audits, and providing training to managers and employees are all essential elements of HR compliance.
