Legal Trends in Hrm
To help you with this, we`ve compiled a list of legal trends that hiring managers should watch out for in 2018. The job of an HR professional is really not easy. They have to deal with several legal issues during their careers. They need to be aware of these facts before working in an organization. Now, it is important for us to note that we are not lawyers and the laws mentioned in this article should be reviewed by your legal team before taking any action. This is not a guide on how to deal with these laws with new guidelines. Instead, it is a brief, high-level overview of the laws and legal trends that will come out and which ones will be the most important. If any of these laws affect your organization, please consult a professional legal advisor. HR departments have always faced legal problems. However, given the changing social landscape, there is greater pressure to stick to the letter of the law, writes You can see a full list of Littler`s upcoming legislative changes here.
Another legal risk, the type of employee classification, can make your company vulnerable to severe penalties or even a criminal conviction. Like many regulations for businesses, the rules for classifying independent contractors change significantly as presidential administrations change. Without proper guidance, companies risk neglecting these changes and paying hefty fines for non-compliance. Most importantly, PEOs can competently handle complex legal issues when it comes to human resource management. Business owners spend a lot of time deciphering the laws or regulations that apply in all the work situations their employees face. When working with a PEO, landlords no longer have to worry about government regulations that affect human resource management. Instead, they can focus on their core business. Government penalties and fines are not the only consequences of mistakes made by companies when addressing important legal issues in human resource management. Employee lawsuits cost an average of $250,000. These lawsuits are the result of various violations of employee management, ranging from discrimination to retaliation to privacy issues. In the event of non-compliance, an employee has the right to sue for a variety of reasons. HR departments must therefore be aware of all laws and regulations.
They also need to understand how they should deal with potential legal issues. So far, New Jersey, California and Rhode Island offer paid family vacations, according to legal experts at SHRM, while Washington state and D.C. will have similar laws coming into effect soon. New York City will also see paid sick leave laws go into effect very soon. The Ministry of Labour enforces about 180 laws to protect workers, ranging from wage requirements to notice periods and parental leave benefits. Other protections are overseen by agencies such as the U.S. Equal Employment Opportunity Commission. This legal protection provides workers with a minimum income and protects them against unfair practices in the workplace. Time tracking is one of the core functions of HR.
Therefore, it is important to ensure that HR managers comply with all relevant legal requirements for recording employee time. “Marijuana remains illegal under federal law. However, many states and some cities have legalized medical and recreational marijuana, creating challenges for employers as these laws “push” across the country, report Barbara E. Hoey and Alyssa Smilowitz. Due to the legal risks associated with workplace safety, workplace insurers schedule regular audits. Your HR staff can spend countless hours preparing for these audits. Insurers must have access to tax forms, books and pay slips, and other documents. Auditors will look for compliance issues related to the many federal and state laws that govern workplace safety.
A person recruited into the HR profession must thoroughly study these legal aspects. Here are some of the key legal aspects you need to address in your career as a human resources executive. Paying employees for the time they worked seems like a simple equation. But payroll is not as simple as multiplying hours worked by hourly wages. Realities facing businesses include, among others, delays in imposing payroll taxes, manipulating seizures, and deciphering tax obligations and appropriate personnel laws by state. The bottom line here is that employers will likely have the final say, even after the legislation is passed.
