Insight Performance

HR. Solved.

MINIMIZE RISK. REDUCE COSTS. INCREASE PROFITABILITY. That’s HR.Solved.SM
  • Home
  • About
    • Meet our Expert Team of HR & Benefits Specialists
    • Why Choose Insight for Your HR & Benefits Solutions
    • In The News
      • Awards
      • Press Releases
    • Career Opportunities
  • HR Services
    • HR. Solved. Subscription Service
    • Managed HR Consulting
    • HR & Employee Benefits Projects
      • Compliance
      • Compensation & Rewards Strategies
      • Employee Relations
      • Talent Management
      • Recruiting
  • Benefits Services
    • Employee Benefits
      • Benefits
      • Benchmarking
      • HRA/HSA/FSA Comparison
      • Open Enrollment Communication and Education
      • Wellness Programs
    • Group Products
      • Health
      • Dental and Vision
      • Life and AD&D
      • Disability
      • Voluntary Worksite Benefits
    • Executive Benefits
      • Supplemental Disability
      • Key Person Insurance
      • Buy/Sell Agreements
    • Health & Welfare Compliance
      • HIPAA Compliance
      • ERISA Compliance
      • Affordable Care Act
      • Required Employee Notices
      • 2017 HR & Benefits Compliance Checklist
  • Integrated Solutions
    • Engage Insight Performance
  • Resources
    • Blog
    • Podcasts
    • Events
      • Conference Series
      • Conference Series Videos
      • 2019 Webinar Schedule
      • Archived Webinars
        • 2018 Webinar Recordings
        • Human Resources Webinar Schedule – 2017
    • Infographics
  • Contact
  • Client Login

HR Compliance is Big Money

October 15, 2012

It struck me recently when the front page of the Boston Globe’s Business section on October 9, 2012 ran two articles that involved labor disputes. The first was an article on the Upper Crust Restaurant filing for bankruptcy and the second was about Progressive Gourmet’s workers suing the company. Upper Crust’s financial issues are, in part, due to a ruling requiring them to pay $350,000 in overtime from a 2010 class action lawsuit. The allegations against Progressive Gourmet are a violation of the WARN act in laying off employees without proper notice. While the lawsuits in each of these cases are different, the message is the same – HR non-compliance can cost big money!

Overlooking a law can cost a company a lot of money in terms of hard cash, but also bad press. As my mother used to say; “Penny-wise and pound foolish.” Even the smallest of companies should be aware of the compliance areas surrounding HR and comply. Some of the most important federal employment laws are:

EEO: Title VII of the Civil Rights Act prohibits discrimination based on race, religion, color, sex and national origin.

ADEA: Prohibits discrimination against workers 40 or older in all aspects of employment, including hiring.

ADA: Prohibits discrimination against qualified individuals with disabilities.

FLSA: Establishes minimum wage, overtime pay, recordkeeping and youth employment standards.

FLMA: Entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons.

COBRA: Gives workers and their families who lose their health benefits the right to choose to continue group health benefits for limited periods of time under certain circumstances.

There are other laws that also protect workers, such as the WARN act in the Progressive Gourmet case, but compliance with the above will start a company moving in the right direction. Additionally, many states have laws that go above and beyond the federal laws and attention to these must also be paid.

If you are concerned about your HR compliance, there are a few steps you can take to begin making your company compliant:

Conduct a compliance audit which will assess the current HR and personnel practices.

Develop job descriptions for all employees that outline the essential functions of the job, competencies and requirements.

Educate managers about the laws, such as harassment and discrimination law.

Develop policies and an Employee Handbook that supports legal compliance.

These steps will start you on your way to HR compliance, but full compliance is an ongoing process that requires constant attention.

Print Friendly, PDF & Email
Share

Insight Performance Engage Center

Insight’s Educational Conference Series

Interested in attending Insight’s Educational Conference Series?

Tags

401k Plans candidate career development compensated breaks Compensation Compliance cost efficient Employee Benefits employee communication employee feedback employee handbook employee incentive plan employee morale employee orientation Employee Policies Employee Practices employee productivity employee recognition employee retention employee rewards employee wellness employ rewards & recognition goal setting HR Consulting HR metrics HR Policies HR Strategy interviewing manager training maternity leave new hire orientation nursing mothers Performance Management policies & procedures recruiting Retirement Plans seminar sexual harassment sick leave Social Media State Minimum Wage teambuilding training & development work life balance workplace safety

Insight Performance

150 Royall Street, Suite 207
Canton, MA 02021

152 Conant Street, 2nd Floor
Beverly, MA 01915

HR Solved

Monthly HR Subscription Service ensuring compliance and building exceptional workplaces.

HR Solved

Business and Human Resources 2017 Outlook Survey

Business and Human Resources 2017 Outlook Survey

Insight’s Educational Conference Series

Interested in attending Insight’s Educational Conference Series?

Our Most Recent Posts

August 2019 Newsletter | MA Paid Leave: Private Exemptions are a Real Option

August Client Alert | New York State Updates to Harassment and Discrimination Law

Top 10 Tips for a Great Internship

Search This Website

Find Us On

Visit Us On TwitterVisit Us On FacebookVisit Us On Linkedin

Sign Up for Our Newsletter

Copyright © 2022 · Insight Performance · Privacy Policy