The mandates of HR compliance have changed dramatically over the last couple of years. With ever changing employment law guidelines, compliance is no longer an option.
Below is a list of items that every employer should consider as we move into 2024. The list below is the first of a two (2) part article series regarding HR compliance.
Recruiting and Hiring
• Use templates for non-discriminatory job descriptions, interview scripts and standardized candidate scorecards
• Follow state law guidelines regarding questions that involve a candidates previous salary or criminal record
• Don’t ask questions regarding marital status, religion, sexual preference or citizenship
• Be aware that asking adult candidates their birthdate, age, or year of graduation could put and employee at risk of an age discrimination challenge
• Keep all application forms and interview evaluations to document reasons for hiring or rejecting a candidate in case of an EEOC investigation
• Provide equal compensation for equal work (regardless of internal job descriptions) and ensure pay practices are compliant with state and federal law
• Check your state department of labor for laws on background checks
Employee Onboarding and HR Management
• Obtain complete, signed I-9 and tax forms before new employees start working
• Obtain written consent from the employee if you do a credit check or background check as part of the hiring process
• Follow privacy laws and data security best practices for personnel files
• Keep your employee handbook and workplace posters up to date
HR compliance is very complicated and a potential trap for the unwary. Employers should consult with an employment law attorney in order to ensure compliance and avoid a potentially costly mistake.
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