As a human resources professional, compliance is a necessary part of our role. Making sure the organization is compliant allows us to shift our attention to other aspects of our job like talent acquisition plans, employee engagement strategies, and retention efforts.
In addition, employees don’t want to work for organizations that aren’t compliant. It’s a red flag. If a company doesn’t follow the law in this area, then where else aren’t they following the law. Take labor law posters for example. Last year, we ran a series of articles about labor law poster compliance with our friends from Poster Guard. You might find it helpful to see all of the articles together, so here’s the entire series in one place.
Labor law posters are required by law. And they differ for unique groups. Here are 3 employee groups with unique requirements. Mind the gap!
Remote workers are the new normal. Like any employee, remote workers have legal requirements. Attorney Ashley Kaplan from Poster Guard shares her expertise.
Labor law posters are a legal requirement. But not every industry requires the same postings. Businesses must mind the gap in compliance with their posters.
Compliance is important but we need to be efficient. Create a labor law poster strategy to keep you in compliance and find partners to help.
Being compliant sends the message to employees that following the law is important to the company. Not only is the organization doing the right thing, but it expects employees to do the same.
It doesn’t make any sense to fight the compliance part of human resources. But that doesn’t mean we have to give it the majority of our time. Finding effective and efficient ways to manage compliance allows HR to focus on being a valued business partner.14