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Compliance is an important part of human resources. It’s not the only part and it’s probably not the most fun or exciting part. But it is important. When organizations do compliance right, it sends the message to employees and customers that doing the right thing matters. Doing compliance right creates trust.
Over the past few months, we’ve written some articles about labor law postings. On the surface, this might not sound like a big thing, but labor law posters are one of the first visuals that candidates and employees have about the company. They send the message that the organization takes its compliance obligations seriously. Again, it creates trust.
Conducting a self-auditof labor law postings can be valuable, especially after a year where there has been a major election. There could be upcoming changes with the new administration and it’s important to know where we stand.
According to Ashley Kaplan, Esquire, senior employment law attorney for ComplyRight, 2021 is expected to be a record year for labor law poster changes. “There are hundreds of state and local laws pending that could impact posting requirements for 2021. Changes are also expected on a federal level that would likely impact the federal posters and federal contractor posters (e.g. expanded equal employment opportunity (EEO), family and medical leave provisions, and/or minimum wage increase).” By knowing where we are, this prepares us for what might be coming in the near future.
In addition to changes in federal labor law postings, we can’t ignore the focus at a state and local level. Organizations have to remember that state and local labor laws are just as important. In this article, Kaplan shares that the volume of state and local employment law has been increasing. “There are several new state and local trends prompting more poster changes, such as increasing minimum wage rates, new employee safety and health laws, paid sick leave, and expanded anti-discrimination laws.”
While there is encouraging news about vaccines, remote work isn’t going away anytime soon. In fact, organizations are starting to view it as more than a temporary solution. In a study by AND CO and Remote Year, more than 23 percent of the remote workers they surveyed said their organization is fully distributed. And technology tools like Slack are helping remote workers collaborate on projects.
The increase in remote work does raise the question, “How do organizations communicate with employees when it comes to topics like workplace compliance postings?”. I know we need to be focused on the work, but we also need to make sure all employees know their rights as required by federal, state, and local laws.
I know human resources departments have a lot on their plate right now. They’re trying to establish guidelines for vaccines and establish safe ways for bringing employees back to work. On top of all the usual things HR departments manage – like compliance. We can’t lose sight labor law postings. What might seem like a small matter sends a very big message to the workforce. It creates trust!
Image captured by Sharlyn Lauby while exploring the streets of Fort Lauderdale, FL21