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HR – Compliance Guidelines for 2024 (Part 2 of 2)

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 second of a two (2) part article series regarding HR compliance.

Payroll, Timekeeping and Leave Management

  • Track all time for onsite and remote employees, do not allow off-the-clock work
  • Pay overtime to non-exempt employees
  • Track FMLA and PTO separately and accurately
  • Pay at or above the legal minimum wage (if state wage is different than federal, you must comply with the higher wage)
  • Follow all state and local scheduling laws (predictive scheduling, fair work week, stable scheduling, etc.)
  • Make sure managers understand compliance rules, how to avoid illegal conduct and how to prevent harassment
  • Comply with laws for final paycheck and unused PTO

Employee classification

  • Check that exempt employees meet the duties test
  • Make sure independent contractors meet all requirements set out by the IRS (and state law)


  • Keep for 3 years: Payroll records
  • Keep for 2 years: Timesheets, piecework records, wage rate tables, work schedules, and record of additions to or deductions from paychecks


Employer retaliation is one of the most frequently filed charges with the EEOC. Retaliation is when an employer punishes an employee for a protected action. For example, whistleblowing or filing a complaint. Because it is so pervasive, scrutinize your policies.

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.

About Us
Oberman Law Firm represents clients in a wide range of practice areas, including private equity, M&A, healthcare, corporate transactions, intellectual property, data privacy and security, regulatory compliance and governance, cross-border transactions, labor and employment, construction law, litigation, private clients’ services, corporate restructuring, and white-collar and governmental disputes.

As a firm, we offer the highest quality legal advice coupled with extraordinary and tailored service to deliver exceptional results to our clients. Our philosophy is to invest deeply in the brightest legal talent and build dynamic teams that operate at the pinnacle of respective practice areas. We believe in empowering our attorneys, encouraging entrepreneurialism, operating ethically and with integrity, and collaborating to bring the very best to every client engagement. These principles have guided us in building extraordinary and successful long-term partnerships with our clients.

Stuart J. Oberman is the founder and President of Oberman Law Firm. Mr. Oberman graduated from Urbana University and received his law degree from John Marshall Law School. Mr. Oberman has been practicing law for over 30 years, and before going into private practice, Mr. Oberman was in-house counsel for a Fortune 500 Company. <strong><a href="https://obermanlaw.com/people/stuart-j-oberman/"><span style="color: #0059b8;">Read More =></span></a></strong>