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As a small or medium-sized business owner, your company’s compliance with HR laws and regulations is critical to the success of your business. Your HCM resources must comply with the laws, regulations, and policies that govern employee management and the workplace. Failing to comply with these requirements can result in legal consequences, financial penalties, and damage to your company’s reputation. In this article, we will explore the key areas of compliance that small and medium-sized businesses need to address to ensure a smoothy and legally sound business. Solutions HCM provides small and medium-sized businesses with solutions to ensure compliance with state and Federal HR laws. 

Why HR Compliance is Important for your business

HR compliance is not just a box to check. It is an essential aspect of running a business legally and ethically. By prioritizing compliance with HR regulations and laws, you protect your employees’ rights, maintain a safe and inclusive workplace, and mitigate the risk of legal disputes and consequences. Compliance also enhances trust with employees, which can positively influence productivity and workplace morale. Having a reputation for HR compliance can help your business attract and hire top talent to your business.

Understanding the legal framework for HR compliance

Before developing your HR compliance checklist, it is crucial to have a basic understanding of the laws that govern HR practices and policies. Laws and regulations regarding employment and the workplace vary depending on your state and municipality. Your business is also subject to Federal anti-discrimination and harassment regulations, wage and hour laws, workplace health and safety standards and data protection and privacy laws for your employees. At Solutions HCM, our software helps protect your business from audits and financial penalties due to the ever-changing employment law environment.

HR Compliance Checklist for Small and Medium Businesses

Recruit and hiring compliance

  1. Job Postings: Job posting must comply with Equal Employment Opportunity laws by avoiding discriminatory language and clearly stating qualifications for the role.
  2. Interview Process: Your business must conduct fair and consistent interviews, asking only job-related questions and avoiding any form of discrimination.
  3. Background checks: If conducting background checks, comply with applicable laws regarding consent, disclosure, and use of information obtained.

Employee onboarding and orientation compliance

  1. New Hire Paperwork: Your business must provide new employees with the necessary paperwork, such as tax forms and employment agreements, and ensure compliance with record-keeping requirements.
  2. Orientation and Training: Your business must conduct comprehensive orientation programs that cover company policies, procedures, and legal obligations.
  3. Anti-Harassment training: Your HR department must train employees on preventing and addressing workplace harassment, ensuring the compliance with anti-discrimination laws.
  4. Be sure to check out our blog post on Talent Acquisition and Management as a guide.

Employee contracts and policies compliance

  1. New Hire Paperwork: You must provide new employees with the necessary paperwork, such as tax forms and employment agreements, and ensure compliance with record-keeping requirements.
  2. Orientation and Training: Your company is also responsible for conducting comprehensive orientation programs that cover company policies, procedures, and legal obligations.
  3. Anti-harassment Training: Training employees on preventing and addressing workplace harassment is also part of your company’s responsibilities, ensuring compliance with anti-discrimination laws.

Wage and hour compliance

  1. Minimum Wage: Ensure compliance with minimum wage laws by paying employees at paying employees at or above the legally mandated rate.
  2. Overtime and Breaks: Monitor and document employees’ working hours, provide required breaks, and pay overtime as applicable.
  3. Payroll Records: Maintain accurate payroll records, including hours worked, wages paid, and employee classifications.

Workplace health and safety compliance

  1. Safety Policies and Procedures: The Occupational Safety and Health Administration (OSHA) regulates how companies implement workplace safety policies and procedures and your business must also comply with these regulations.
  2. Training and Education: Your company must train employees on safety protocols, hazard identification, and emergency procedure.
  3. Reporting and Record-keeping: Your company must report workplace incidents, maintaining record, and complying with OSHA reporting requirements as applicable.

Employee benefits and leave compliance

  1. Benefits Offerings: Some benefits, such as health insurance and retirement plans, and ensure compliance with eligibility and contribution requirements are not only nice to offer but required by law.
  2. Family and Medical Leave: Family and medical leave laws grant eligible employees the required leave and job protection during family events like new births and deaths in the family.
  3. Accommodation for Disabilities: Companies must make reasonable accommodations for employees with disabilities, in accordance with the Americans with Disabilities Act (ADA) or similar legislation.

Performance management and disciplinary actions compliance

  1. Performance Evaluation: Supervisors must conduct regular and fair performance evaluations, providing feedback, and documenting performance issues.
  2. Disciplinary Policies: Establishing clear disciplinary policies that comply with relevant laws and regulations, ensuring consistency and fairness in disciplinary actions is also critical for a happy workplace.
  3. Documentation: Maintain accurate and detailed records of performance evaluations, disciplinary actions, and any related communications.

Termination and offboarding compliance

  1. Notice and Severance: Comply with legal requirements regarding notice periods and severance pay when when terminating employees.
  2. Exit Interviews: Conduct exit interviews to gather feedback and ensure a smooth transition for departing employees.
  3. Return of Company Property: Collect all company property, such as laptops and access cards, from employees leaving the organization.

HR compliance resources for small and medium-sized businesses

HR compliance can present challenges for small and medium-sized businesses. As a small business owner, you have other things to do besides worry about HR compliance. Fortunately, Solutions HCM offers resources to assist small and medium-sized business owners in understanding and implementing HR compliance measures. Solutions HCM specializes in compliance and can help keep your company compliant with state and federal compliance laws and regulations.

Contact us at Solutions HCM to help with your compliance issues today

Maintaining HR compliance is not as option but an obligation for today’s companies. We at Solutions HCM provide innovative software solutions to help small and medium-sized business owners focused on running your business. Schedule an appointment today with one of your knowledgeable representatives to help take HR headaches off your plate.