The passage and impact of legislation continues to be a challenge for HR Departments and the professionals who run them. An ever-increasing number of regulations are being passed that impact the relationship that HR has with current and past employees, their families, and applicants. And these regulations often come with penalties for non-compliance, or untimely reporting, adding to the risk associated with being an employer. Worse yet is that for employers who operate in multiple jurisdictions (countries, states, provinces or cities) may face rules that differ from location to location, and are subject to change. Keeping track of all reporting requirements can be a huge challenge depending on the nature of the business.
Compliance is required across all areas of HR- be it payroll and paying taxes on a timely and accurate basis, or benefit administration and discrimination rules, or recruiting and applicant tracking requirements, there is a need to maintain significant amounts of data for reporting purposes. The options that exist for HR departments are to manage existing regulations, track newly enacted legislation to insure compliance, or use third parties to insure awareness of new legislation and the requirement to comply.
Making sure you have the right systems in place and are able to have accurate information to comply may require some help. We can offer assistance in this regard, or can insure that services you engage to meet regulatory compliance are eliminating a risk of being seen in non-compliance. If you are looking to a third party for assistance or have outsourced part of your HR function, we can make sure your agreements keep you protected.