In many cases, the employer will ultimately require the services of an HR attorney. The consultant can help decide the severity of the problem and offer suggestions for action. If a potential violation of HR law occurs, the employer should first discuss the problem with their HR consultant. People are generally good, then life happens. The third most common problem is employers believing the great HR myth – “my staff loves me and would never hurt me.” The second most common problem is not applying those policies in a fair and non-discriminatory manner. CVS TATTLETALE MANUALThe best HR advice is to not be naive – get the help needed to develop sound, compliant HR policies before a problem happens.īy far, the most common HR mistake is not having a comprehensive employee manual with HR policies consistent with current federal law and the individual HR laws of the state. Whatever source of help is used, the key is finding a consultant with their finger on the ever-changing HR laws.Įmployers have an obligation to employees to know and keep up with the law. Payroll companies often offer HR programs as part of, or in addition to, their payroll services. In the first quarter of 2019 alone, over 2,000 new HR laws were introduced across the country. HR laws change rapidly, and without external support, no small business employer has a chance of keeping up with the rapidly changing HR environment. HR consultants and compliance companies are the best source for assistance in developing and maintaining compliant HR programs. Review of employer HR policies with review of the employee manual should be part of the new employee’s first-day orientation process. The rest of the employees should be informed of the employer’s policies by the employee or an HR manual. Support staff with the responsibility of managing the practice’s HR program are the only individuals who should be trained in HR. Unless a support staff has this kind of extensive HR knowledge and support, they should not be placed in a position to manage HR. Managing HR in a practice requires a sound working knowledge of federal and state HR laws and a good relationship with HR consultants. HR laws are written to protect employees, not employers. As the employer, they are are the only ones who can ensure their practice policies are compliant, fair and applied in a consistent manner. The Practice Owner is Ultimately Responsible for All ComplianceĪs employers, practice owners are bound by all federal and state HR laws. These include discrimination, harassment, obtaining criminal background checks, credit history and salary history on prospective or current employees, mis-classification of employees (improperly paying employees on a salary basis), improper classification of part-time doctors as contract labor and mandatory sick-pay laws. Here are the key HR laws to be aware of, along with pointers on managing compliance.Īll HR laws are important, however there are some laws that received heightened attention from regulators last year, and are expected to receive even more attention this year. You may primarily think of HIPAA when you think about legal compliance, but another huge area of concern is human resources law.
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