Human Resources4 Compliance Issues Every HR Professional Should Know About

The Human Resource department of a business needs to single-handedly ensure the smooth functioning of every employee within the business, and hence it becoming a liability is a troublesome situation for any organization.

Dealing with an incompetent HR department and the compliance issues it brings forth is a matter of clearly setting out the designated work of the department, its individuals, and the law which governs their actions. For your convenience as a business owner who is worked up about the HR department, this article brings to you the list of important notifications that your HR professionals need to check off their lists.

1. Penalty for Medical Leave

Under the law, employees who take a medical leave are allowed to take one for 12 weeks. This law is proposed by the Family and Medical Leave Act (FMLA), and it protects the rights of qualified employers who take a leave due to legitimate reasons.

HR departments, however, are often accused of making the leave a prohibition on the employees and deduct from their income, which can lead to a loss of confidence of the employee. There should be no penalty imposed on the employees for the sake of the protection of their job.

2. Fair Compensation

A number of times organizations do not regard it as their duty to fairly compensate an individual who has been working overtime at the cost of the performance of the business itself. They deem it to be a personal decision and declare it as an undue favor without having any expense incurred on it.

The Fair Labor Standards Act is relevant in this regard. It requires that payroll managers pay special attention to properly compensating employees who give in extra work and calculate their overtime with regards to the time spent on the premises of the office.

3. Disciplinary Pardon

HR department is also in charge of managing any brawl between employees or any filed notions against one employee by the other. Such charges include those of sexual harassments, threats of different kinds etc.

Without strict action, the HR will not be able to impose order in the workplace and neither will the employees feel comfortable in the premises of the office. And discrimination in the form of mistreatment by the HR itself should then be sent as a case to handle by the higher authorities in the business, keeping in mind the demands of the civil rights act of 1964.

4. Employee Entitlement

An employee who has served a major portion of his/her life to a business organization and is now about to retire should not be left without assistance and regard by the business. This is where the retirement funds settle in; they are a responsibility of the business to provide for those who helped in expanding it.

Such entitlements which also include profit and holiday bonuses, also need to be duly regarded by the HR department in the payroll procedure. The Affordable Care Act and Retirement Security Act are both relevant to this provision to employees, and your department must duly comply with them.

Posted by Randy Blakeslee – GetnSocial