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HR Compliance Challenges Facing Employers (Part 2)

Posted by David LaMontagne at 05 Dec 2018

This is the continuation of my previous post on the HR compliance challenges facing employers. We’re just a few weeks away from 2019, and along with the arrival of the New Year, we also ring in new regulations and laws at the local, state, and federal levels.


 

From onboarding to off-boarding, and everything in between, HR professionals have to keep an eagle-eye on company processes to assure compliance across the board. Not only can non-compliance bring about fines and lawsuits, it can also severely damage company culture.

 

With a wide-range of regulations at play, it’s important that you have efficient processes that help you maintain compliance, along with the ability to adjust to evolving laws.

 

Here are some of the compliance challenges facing employers:

 

EMPLOYEE WELLNESS AND MENTAL HEALTH

There has been a substantial awakening to the need for employee wellness and wellbeing over the last several years. This has included both the physical and mental well being of employees. More companies continue to offer resources in the form of wellness programs, gym memberships, mental health support, and more.

 

Employers have become more aware that a person can’t just “leave it at home” when it comes to mental or physical stresses. While the awareness of the entire person doesn’t split into “work” and “personal” as much as we have been led to believe, the challenge for employers to adapt to modern culture and today’s younger workforce demands a constant state of learning and awareness.

 

Many are beginning to understand the need to be proactive in our overall wellness, especially in regard to mental health. There are very specific regulations that protect both employee and employer in situations where an employee needs help and support. Non-compliance in these areas can not only be costly to a company, but devastating to an employee who is already struggling.

 

While employee wellness programs may sound like expensive resources to add, the right HR partnership can make them available to your workforce.

 

BENEFITS

Benefits are the difference in today’s job market. More and more candidates are looking for a work-life balance; more than ever before. With unemployment at record lows, it’s already a job seeker’s market, and may can demand higher pay, because the pool from which to draw is pretty shallow, especially when you add in the continued skills gap.

 

Throwing more money at today’s candidates doesn’t guarantee they will join your team, much less that you can retain them for a period of time that justifies the recruiting-hiring process required to acquire them.

 

Especially today’s Millennial is looking for more than money, they want to make a social impact, while maintaining as much independence in the balance of their work-life as possible.

 

Here are some of the additional benefits that today’s workforce is looking for:

  • Remote work
  • Flexible hours
  • Health care
  • Wellness programs
  • Social impact or Give Back programs
  • Volunteer opportunities
  • Relaxed PTO requirements

 

What’s the compliance “catch” in benefits? Equality. This is such a slippery slope for employers, as one candidate may get more because he or she negotiates a better deal. And one may get “more” because he or she is more qualified. While there are ways to justify different benefits and pay for different people, as a society, we are working toward a more equitable future, in which people get paid the same for the same work. Other factors considered can be justified in some sort of fashion, but for the sake of compliance, companies must be consistent in how they pay their employees. These companies will not only avoid lawsuits, they will also become places that people want to work, because they treat all their employees with respect, and the pay and benefits to support their values.

 

TECHNOLOGY

Well…of course. Without question, leveraging technology to meet compliance challenges is THE way in which companies of all sizes are addressing these issues.

 

Not only does technology help with maintaining compliance, but it also helps in developing and assuring the employee experience. From flexible work arrangements to remote work, to all of the social interaction that a company has, technology allows you to do more, while working less.

 

Compliance is a top order in making sure that all of the “perks” for employees are documented and maintained, like tracking PTO, or FMLA tracking.

 

CYBER SECURITY

The last 2 years have included stories of massive data breaches in several areas, with the threat of cyber attacks being a real threat to the security of everything we have online. Whatever your business, you need to assure that you have the security required to protect your business, ensuring that all sensitive information is stored as securely as possible, while also maintaining access for those who need it.

 

There are many things to consider, and to protect, in today’s technologically driven world. We have developed a state-of-the-art compliance platform called PRYDE, and we believe we can help you take the risk out of your compliance issues, helping you to protect the things that are most valuable to your company…your people, and your business.

 

We would love to show you how we can partner with you, to help you Work. Compliant.

 

 

David LaMontagne is the Manager of Core Technology at Essium, a premiere software company that has developed a revolutionary, customizable, onboarding compliance platform named PRYDE that leverages the power of intelligent bots. With the use of intelligent forms and AI automation, PRYDE can increase onboarding consistency and remove compliance risks, helping HR professionals DISCOVER COMPLIANCE.