As 2021 draws to a close, every business should carefully assess where they stand regarding compliance with the overwhelming amount of employment laws. Some are well known while others have a much lower profile. This allows many employment laws to slip under the radar of companies already inundated by day-to-day operations during these challenging times.
Here’s a look at some of the most impactful:
Predictive Scheduling Laws:
There has been a rise in the number of states adopting predictive scheduling laws. Predictive scheduling laws require that you give employees advance notice of hours and scheduling changes as well as reduce back-to-back shifts. As more and more states start incorporating these laws, it will be critical for businesses to understand what they must do to remain in compliance with them.
Equal Pay Laws:
Nearly every state has its own equal pay law. These have become more prevalent following awareness of the gender and race wage gaps. Reviewing employee salaries will be critical for not only being in compliance with the law but also employee retention.
Paying the Correct Minimum Wage:
Jurisdictions have moved from education to enforcement of minimum wage laws, adding an extra layer of importance regarding paying the correct wage. Since there are employee shortages in many parts of the country, pay compliance has greater significance for employee retention efforts.
Conducting Proper Background Checks:
Hiring has become even more challenging for HR teams. Background checks are often cited as one of the major hurdles to overcome in determining the eligibility of the right candidate. Poorly conducted interviews, not checking references and incomplete background checks are all costly in both time and resources.
Paid Leave Laws:
Correctly administering and understanding the factors that go into properly applying paid leave laws can be lengthy and complex. Working to get the details for accrual rates, benefits and more, can be very time consuming for a busy staff.
Supervisor Training Guidelines:
It is an employer’s responsibility to follow state training guidelines for things like sexual harassment. Having a formal training program should be considered mandatory for future compliance concerns. You cannot train enough.
Labor Law Postings:
A business’s first line of defense against employee complaints is updated labor law postings. Knowledge of the rules will be vital to any compliance program. Also, now there are new requirements for labor postings for work-at-home employees.
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