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By Andrew Hinchliff

Topics: Human Resources

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Compliance probably forms a large part of your human resources activities. Maintaining it is a big job, and when the legal framework keeps changing and evolving, you have to stay on your toes.

In the US, the legal framework is set by local, state, and federal governments. Each of these three frameworks remains in constant flux as governments pass new legislation. If you operate in several different locations, you’ll need to keep an eye on different rules in different jurisdictions. The laws in Utah aren’t the same as the laws in Michigan.

All in all, maintaining compliance can become quite stressful! Luckily, there are a number of things you can do to make it easier.


Why Be Concerned?

The first question you have is why you even need to be compliant. The answer is you want to be in line with the letter of the law. While it can be tempting to bend the rules a little bit, non-compliance can also land you in hot water.

While remaining compliant requires a lot of time and effort on your part, it’s usually more economical than fighting a lawsuit, dealing with an audit, or paying fines.


It’s a Big Job

As mentioned above, remaining compliant is probably a big part of your HR activities. You need to not only review current legislation and implement changes to comply with it but you also need to be on the lookout for changes in the regulatory environment.

When those changes can come from three different levels at any time and they can differ as you move place to place, you have to be on your game! Concerns about being compliant affect almost every aspect of your business, not least of all your human resources. From hiring to providing benefits to paying your employees, the law plays a role in determining how you operate.


Keeping an Eye Out

One of the best things you can do is be vigilant about monitoring how compliant your business is. Once you’ve reviewed the laws and implemented your plan to become compliant, you need to keep a close eye on how things are going.

On the one hand, you’ll want to keep an eye on the regulatory framework and monitor any changes that could affect your compliance. If the rules change, you want to be aware of the change, including when it comes into effect. You’ll likely need to analyze its effect on your business and your processes. A new minimum wage will obviously have an effect on how you operate, and you’ll want to make the appropriate adjustments.

The other thing you need to monitor is how well implementation is going in your company. You may have spent a lot of time working out the best process for implementing anti-discrimination practice in your hiring process, but is it actually working?

Even the best of intentions can be misguided, so knowing whether or not your plans are working is crucial. Just having a process to support anti-discrimination laws isn’t enough if the process doesn’t change anything about your workforce.


Make Monitoring Easy

Monitoring is obviously the biggest task companies are faced with when it comes to being compliant. The good news is you can make it easier by adopting HCM software designed to help you achieve and maintain compliance.

How does software help? It can help you monitor your own progress with implementation. Simply input your metrics and track how well things are going. If something isn’t working, you can always tweak it.

You can also monitor for changes in the regulatory environment with more ease. Use software to keep track of when new laws are passed and when they come into effect. This schedule gives you a chance to develop and implement new processes and procedures to maintain compliance at all times.

Maintaining compliance doesn’t need to be difficult. In fact, with specially designed software, it can be easier than ever.

what-is-workforce-management-and-why-does-your-business-need-it

Andrew Hinchliff

With over 30 years of experience, Paymedia’s Chief Operating Officer Andrew Hinchliff is a seasoned global business leader and results-driven human capital and workforce strategist who is well-versed in human capital management, workforce management, payroll outsourcing, and benefits administration. He’s passionate about strategy and innovation and is regularly sought out for assignments that create disruptions to current business models and practices. Andrew is actively involved in coaching youth football and is an avid golfer. His strong beliefs in philanthropy have him “giving back” by volunteering for a host of charitable foundations and community-based events.

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