The HR compliance regulations you should be aware of
Posted by Brigitte Casemyr on Tue, Jun 01, 2010
Government regulations in the HR arena are increasingly posing threats to midsized businesses. Unfortunately many of these businesses are not aware of the regulations they should be complying with. You definitely would not want to find out that you were non-compliant the hard way, i.e. through imposed fines, or an employee lawsuit. While the following is not a comprehensive list, use the list as a starting point to determine if you should explore an HRMS.
Mistakes can lead to penalties and fines from the government, as well as expose your company to risk of costly employee lawsuits. An HRMS will help you determine which employment laws apply to your company and track the necessary information to comply with record keeping requirements. Regular legislative and compliance updates from your HRMS vendor help keep your organization in compliance with changing tax and employment laws.
- Americans with Disabilities Act (ADA) - Prohibits employers from discriminating against persons with disabilities.
- Title VII of the Civil Rights Act of 1964 - Prohibits discrimination on the basis of race, religion, gender, or nationality.
- Equal Employment Opportunity Act (EEO) - Sets reporting and record keeping requirements for employers to demonstrate compliance with EEO
- Fair Labor Standards Act of 1938 (FLSA) - Requires employers to maintain records of employment and earnings.
- Family and Medical Leave Act (FMLA) - Requires documentation to track employee FMLA requests.
- Occupational Safety and Health Act (OSHA) - Requires employers to maintain records for all workplace accidents, injuries, and illnesses.
- Equal Pay Act - Prohibits sexual discrimination in compensation.
- Age Discrimination in Employment Act (ADEA) - Prohibits age-based discrimination towards workers or applicants over the age of 40.
- Federal Unemployment Tax Act (FUTA) - Requires record keeping and reporting of timely payments for unemployment taxes.
- Federal Insurance Contributions Act (FICA) - Mandates reporting and payment of payroll tax for Social Security and Medicare.
Most of the regulations above involve significant reporting requirements. An HRMS will help you determine which employment laws apply to your company and track the necessary information to comply with record keeping requirements. And it will reduce the cost of compliance and risks associated with increasingly complex and burdensome regulations, including the avoidance of fines, penalties, and costly litigation.