{"id":4738,"date":"2025-05-02T14:08:51","date_gmt":"2025-05-02T18:08:51","guid":{"rendered":"https:\/\/primepay.com\/blog\/hr-compliance\/"},"modified":"2025-05-13T13:50:36","modified_gmt":"2025-05-13T17:50:36","slug":"hr-compliance","status":"publish","type":"post","link":"https:\/\/primepay.com\/blog\/hr-compliance\/","title":{"rendered":"HR Compliance Best Practices and Checklist for 2025"},"content":{"rendered":"\n<p>Human resource compliance doesn\u2019t have to be overwhelming. <\/p>\n\n\n\n<p>In this guide, you\u2019ll learn<strong> what HR compliance is<\/strong>, why it matters, and how to stay aligned with key labor laws and regulations. Plus, get a practical checklist to help you evaluate your current compliance status and reduce risk.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is HR Compliance?<\/h2>\n\n\n\n<p><strong>HR compliance is the ongoing process of ensuring your company\u2019s policies, procedures, and practices align with federal, state, and local labor laws.<\/strong><\/p>\n\n\n\n<p>From wage and hour regulations to workplace safety and anti-discrimination rules, staying compliant is essential to operating legally and fostering a fair, accountable work environment.<\/p>\n\n\n\n<p>Now, let\u2019s focus on the next step: <strong>building a proactive HR compliance strategy<\/strong> that protects your business and supports your team. Implementing a strategy and understanding the laws will minimize the risk of penalties for non-compliance. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Types of HR Compliance<\/h2>\n\n\n\n<p>There are several compliance areas you should understand to ensure you are adhering to a variety of rules. Below are a few areas of HR compliance that you should be aware of.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Statutory adherence:<\/strong> Observing the employment laws that set the baseline for your workplace\u2014things like minimum-wage rules, payroll-tax obligations at both state and federal levels, equal-opportunity mandates, required insurance coverages, and other legislative directives.<\/li>\n\n\n\n<li><strong>Regulatory alignment:<\/strong> Meeting the standards and guidelines issued by government bodies and oversight agencies (e.g., the Department of Labor or the Federal Trade Commission).<\/li>\n\n\n\n<li><strong>Contractual obligations:<\/strong> Honoring the terms laid out in any legally binding agreements with employees, independent contractors, vendors, or clients. If you have union-represented staff or work under a collective bargaining agreement, you must also comply with its provisions on pay, nondiscrimination, benefits, and worker protections.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">HR Compliance Laws and Regulations<\/h2>\n\n\n\n<p>Understanding HR compliance laws and regulations is essential for building a fair, legally sound workplace. <\/p>\n\n\n\n<p>The following table outlines the critical employment laws that guide employee rights, employer responsibilities, and workplace protections in 2025 and beyond.<\/p>\n\n\n\n<table border=\"1\" cellpadding=\"8\" cellspacing=\"0\" style=\"border-collapse: collapse; width: 100%;\">\n<thead>\n<tr>\n<th>Law \/ Regulation<\/th>\n<th>Focus Area<\/th>\n<th>Enforcement Body<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Fair Labor Standards Act (FLSA)<\/td>\n<td>Minimum wage, overtime, recordkeeping, child labor<\/td>\n<td>U.S. Department of Labor (DOL)<\/td>\n<\/tr>\n<tr>\n<td>Occupational Safety and Health Act (OSHA)<\/td>\n<td>Workplace health and safety standards<\/td>\n<td>Occupational Safety and Health Administration (OSHA)<\/td>\n<\/tr>\n<tr>\n<td>Family and Medical Leave Act (FMLA)<\/td>\n<td>Unpaid, job-protected leave for family and medical reasons<\/td>\n<td>U.S. Department of Labor (DOL)<\/td>\n<\/tr>\n<tr>\n<td>Americans with Disabilities Act (ADA)<\/td>\n<td>Prohibits discrimination against individuals with disabilities<\/td>\n<td>Equal Employment Opportunity Commission (EEOC)<\/td>\n<\/tr>\n<tr>\n<td>Title VII of the Civil Rights Act<\/td>\n<td>Prohibits employment discrimination based on race, color, religion, sex, national origin<\/td>\n<td>Equal Employment Opportunity Commission (EEOC)<\/td>\n<\/tr>\n<tr>\n<td>Equal Pay Act (EPA)<\/td>\n<td>Prohibits wage discrimination based on gender<\/td>\n<td>Equal Employment Opportunity Commission (EEOC)<\/td>\n<\/tr>\n<tr>\n<td>Genetic Information Nondiscrimination Act (GINA)<\/td>\n<td>Prohibits genetic information discrimination in employment<\/td>\n<td>Equal Employment Opportunity Commission (EEOC)<\/td>\n<\/tr>\n<tr>\n<td>Employee Retirement Income Security Act (ERISA)<\/td>\n<td>Regulates employee benefit plans and pensions<\/td>\n<td>U.S. Department of Labor (DOL)<\/td>\n<\/tr>\n<tr>\n<td>Age Discrimination in Employment Act (ADEA)<\/td>\n<td>Protects workers aged 40 and older from discrimination<\/td>\n<td>Equal Employment Opportunity Commission (EEOC)<\/td>\n<\/tr>\n<tr>\n<td>National Labor Relations Act (NLRA)<\/td>\n<td>Protects employees&#8217; rights to unionize and collective bargaining<\/td>\n<td>National Labor Relations Board (NLRB)<\/td>\n<\/tr>\n<tr>\n<td>Immigration Reform and Control Act (IRCA)<\/td>\n<td>Prohibits employment discrimination based on citizenship or immigration status<\/td>\n<td>U.S. Department of Justice (DOJ)<\/td>\n<\/tr>\n<tr>\n<td>Uniformed Services Employment and Reemployment Rights Act (USERRA)<\/td>\n<td>Protects employment rights of individuals returning from military service<\/td>\n<td>U.S. Department of Labor (DOL)<\/td>\n<\/tr>\n<tr>\n<td>Health Insurance Portability and Accountability Act (HIPAA)<\/td>\n<td>Protects medical information privacy<\/td>\n<td>U.S. Department of Health and Human Services (HHS)<\/td>\n<\/tr>\n<tr>\n<td>Consolidated Omnibus Budget Reconciliation Act (COBRA)<\/td>\n<td>Provides continuation of health coverage after job loss<\/td>\n<td>U.S. Department of Labor (DOL)<\/td>\n<\/tr>\n<tr>\n<td>California Consumer Privacy Act (CCPA)<\/td>\n<td>Protects personal data of California residents<\/td>\n<td>California Attorney General&#8217;s Office<\/td>\n<\/tr>\n<tr>\n<td>General Data Protection Regulation (GDPR)<\/td>\n<td>Protects personal data of individuals in the EU<\/td>\n<td>European Commission<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n\n\n\n\n<h2 class=\"wp-block-heading\">Common HR Compliance Issues<\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Whether you\u2019re just starting out as a small business owner, a seasoned entrepreneur or an HR leader, it\u2019s critical to be aware of common compliance issues. <\/span>Making sure an employer complies with regulations is critical to being proactive in avoiding penalties and lawsuits.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Discrimination and Harassment<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Title VII of the Civil Rights Act bans discrimination in all phases of employment by employers based on race, religion, color, sex, national origin, or age discrimination. (This applies to employers with 15 or more employees.)&nbsp; Title VII also prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individuals of certain racial groups.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Title VII prohibits harassment of employees. As an employer, you are required to take appropriate steps to prevent this and your employees should know the proper procedures for reporting such issues.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Bottom line: Your company should provide adequate training and strong written communication regarding these practices.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Wage and Hourly Compliance<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">The U.S. Department of Labor\u2019s (DOL) wage and hour division establishes protections for workers as it relates to the rate of pay, minimum wage, overtime, breaks, and more under the Fair Labor Standards Act (FLSA). And it may be easier than you think to violate this. The simple mistake of <\/span><a href=\"https:\/\/primepay.com\/blog\/employee-classification\/\"><span style=\"font-weight: 400;\">misclassifying employees<\/span><\/a><span style=\"font-weight: 400;\"> violates the FLSA and could end up pretty costly. Other <\/span><a href=\"https:\/\/www.mensinglaw.com\/minimum-wage-and-overtime-violations#:~:text=Many%20employees%20have%20both%20exempt,working%20while%20off%20the%20clock.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">common FLSA \u2018no-no\u2019s\u2019<\/span><\/a><span style=\"font-weight: 400;\"> include not providing compensation for all employee hours worked, which includes short breaks, on-call time, and time spent working off the clock.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Aside from minimum wage, overtime, and hours worked, the FLSA outlines regulations around recordkeeping and child labor.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">In short, your business must accurately classify employees, display an official poster outlining the <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">requirements of the FLSA<\/span><\/a><span style=\"font-weight: 400;\">, focus on the health and well-being of youth workers, and more.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Employee Classification<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">It is pertinent that you know the difference between independent contractors, full-time and part-time employees. Familiarize yourself with the classifications and stay in accordance with the U.S. Department of Labor\u2019s guidelines as well as the IRS.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">As mentioned above, misclassifying employees can be a costly mistake. When workers are misclassified, they can be denied important services and protections like minimum wage, sick leave, and unemployment insurance. This not only hurts the employee but also results in less tax revenue for the government and less money for employee programs.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Reclassifying workers and paying their taxes can help avoid penalties and protect both workers and the economy. Save a copy of this <\/span><a href=\"https:\/\/www.irs.gov\/newsroom\/understanding-employee-vs-contractor-designation\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">IRS fact sheet <\/span><\/a><span style=\"font-weight: 400;\">on understanding employee versus contractor designation to help avoid this mistake.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">By enforcing these clear job definitions, you will not only be in compliance with the law, but each employee should better understand what they are accountable for.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Workplace Safety<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Providing employees with a safe work environment is critical. The Occupational Safety and Health Act (OSH Act), enforced by the Occupational Safety and Health Administration (OSHA), requires businesses to provide employers with a work environment free from recognized hazards.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.osha.gov\/top10citedstandards\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">top 10 OSHA-cited standards<\/span><\/a><span style=\"font-weight: 400;\"> include the following:<\/span><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Fall Protection, construction<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Respiratory Protection, general industry<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Ladders, construction<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Hazard Communication, general industry<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Scaffolding, construction<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Fall Protection Training, construction<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Control of Hazardous Energy (lockout\/tagout), general industry<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Eye and Face Protection, construction<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Powered Industrial Trucks, general industry<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Machinery and Machine Guarding, general industry<\/span><\/li>\n<\/ol>\n\n\n\n<p><span style=\"font-weight: 400;\">Employers in specified low-risk industries are exempt, however, it\u2019s best to verify the risk level of your industry as <\/span><a href=\"https:\/\/www.osha.gov\/sites\/default\/files\/NAICScodesforelectronicsubmission.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">outlined by OSHA<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Employee Leave<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Employees are entitled to certain types of leave, such as sick leave, vacation time, and parental leave. Employers must comply with federal and state laws, such as The Family and Medical Leave Act (FMLA), regarding leave and provide appropriate time off to employees who qualify. The FMLA also allows eligible employees to take up to 12 weeks of unpaid leave for certain reasons.<\/span><\/p>\n\n\n\n<p><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/77b-fmla-protections\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Examples of FMLA violations<\/span><\/a><span style=\"font-weight: 400;\"> include:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Refusing to authorize FMLA leave for an eligible employee,<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Discouraging an employee from using FMLA leave,<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Manipulating an employee\u2019s work hours to avoid responsibilities under the FMLA,<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Using an employee\u2019s request for or use of FMLA leave as a negative factor in employment actions, such as hiring, promotions, or disciplinary actions, or,<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Counting FMLA leave under \u201cno-fault\u201d attendance policies.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">6. Equal Pay and Pay Equity<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">The Equal Pay Act (EPA) amended the FLSA to prohibit wage discrimination between workers doing the same job with the same qualifications and experience who should receive the same pay, regardless of their gender, race, or other characteristics.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Pay equity is about ensuring that pay differences are based on legitimate factors such as job responsibilities and experience, as opposed to based on sex, race, religion, etc. Employers must comply with laws regarding equal pay and pay equity to avoid legal consequences.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">7. DEI<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">In order to properly align with Diversity, Equity, and Inclusion (DEI), employers must strive to create a workplace that is diverse and inclusive, where employees feel valued and respected regardless of their race, ethnicity, gender, religion, or other characteristics. This can be achieved through policies and practices that promote diversity and equity, such as <\/span><a href=\"https:\/\/primepay.com\/blog\/measuring-dei-for-hiring\/\"><span style=\"font-weight: 400;\">inclusive hiring practices<\/span><\/a><span style=\"font-weight: 400;\">, training programs, and employee resource groups.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Many companies make the following mistakes:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Not focusing on the right data. <\/span><i><span style=\"font-weight: 400;\">Look past the number, and get into all the insights!<\/span><\/i><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Focusing on one aspect. <\/span><i><span style=\"font-weight: 400;\">People are complex!<\/span><\/i><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Failing to lead from the top down. <\/span><i><span style=\"font-weight: 400;\">DEI is a company-wide effort!<\/span><\/i><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Recognizing DEI through brand, not actions. <\/span><i><span style=\"font-weight: 400;\">Ever hear \u2018actions speak louder than words\u2019?<\/span><\/i><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">All in all, ask the right questions to your employees to understand their honest feedback on how to improve your company&#8217;s DEI efforts.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">8. Data Privacy<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.eeoc.gov\/privacy-act\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">The Equal Employment Opportunity Commission&#8217;s privacy program<\/span><\/a><span style=\"font-weight: 400;\"> establishes practices for employers who must take measures to protect their employees&#8217; personal information and ensure that it is collected and stored securely. This includes information such as social security numbers, bank account information, and healthcare medical records. Employers must also comply with laws such as the General Data Protection Regulation (GDPR) and the California Consumer Privacy Act (CCPA) to avoid legal consequences.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Installing software that shields against cyber attacks, implementing training, and additional security measures can help your business avoid a data breach.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to Manage HR Compliance<\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Now that we\u2019ve covered what HR compliance is, and what the top HR compliance issues are, it\u2019s time to get into the fun part &#8211; <\/span><i><span style=\"font-weight: 400;\">managing HR compliance.<\/span><\/i><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Below are a few ways you can navigate through HR compliance challenges with confidence.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Develop A Compliance Program<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">A compliance program lays out all the necessary steps, policies, and procedures within your business to adhere to federal, state, and local laws, rules, and regulations. The program should include a code of ethics and conduct, a process for reporting and investigating violations, and guidelines for managing risks.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Provide Training And Education<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Getting your employees on board and educated on HR compliance can make managing compliance much easier. When employees understand their legal responsibilities and know what the legal requirements are, it\u2019s easier to adhere to them. You should consider providing training on topics such as workplace safety, anti-discrimination laws, harassment, and data privacy. More topics may be necessary according to your unique business case or industry.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Create Clear Policies And Procedures<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Clear policies and procedures can help prevent violations and ensure that employees understand what is expected of them. You should consider creating policies on topics such as equal pay, employee leave, and harassment. More policies and procedures may be necessary according to your unique business case or industry. And of course, what good are policies and procedures if they\u2019re difficult to access? Make sure your policies and procedures are outlined in a place that\u2019s easily accessible by your organization, like an employee handbook.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Update Policies As Laws Change<\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Let\u2019s face it, laws change. And they can change pretty frequently. You should consider regularly reviewing policies and updating them as laws change. It&#8217;s important to stay up-to-date with changes in federal laws, state, and even local regulations to ensure compliance. Here are a few ways to make keeping up with law changes easier:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Use technology and tools for compliance management:<\/b><span style=\"font-weight: 400;\"> There are plenty of <\/span><span style=\"font-weight: 400;\">HR software systems<\/span><span style=\"font-weight: 400;\"> on the market to help manage employee data, track compliance training, and ensure that policies are being followed.&nbsp;<\/span><\/li>\n\n\n\n<li><b>Conduct Audits:<\/b><span style=\"font-weight: 400;\"> Regular compliance audits can help identify areas of non-compliance and prevent violations. Audits should be conducted by a qualified HR professional or outside consultant.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Resolving HR Compliance Issues<\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Despite your best efforts, compliance issues may still arise. Here are some ways to address and resolve compliance issues:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Document Issues<\/strong> <span style=\"font-weight: 400;\">&#8211; Ensure all documentation related to compliance issues is accurate and complete.<\/span><\/li>\n\n\n\n<li><strong>Communicate With Parties<\/strong> &#8211; <span style=\"font-weight: 400;\">Establish clear communication with all parties involved in compliance issues, including the complainant, accused, and witnesses. <\/span><\/li>\n\n\n\n<li><strong>Maintain Confidentiality<\/strong> &#8211; <span style=\"font-weight: 400;\">Maintain confidentiality throughout the compliance process to protect the privacy of those involved.<\/span><\/li>\n\n\n\n<li><strong>When To Bring in Legal Counsel<\/strong> &#8211; <span style=\"font-weight: 400;\">Consider consulting with legal counsel if you are unsure about how to proceed with a compliance issue or if a violation may result in legal action.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">HR Compliance Checklist: Assessing Your Risk and Readiness<\/h2>\n\n\n\n<p>Make sure you are on track with your human resource and bonus performance review compliance with our free PDF checklist.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><a href=\"https:\/\/primepay.com\/wp-content\/uploads\/HR-Compliance-Checklist_PrimePay.pdf\"><img decoding=\"async\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/61d2570f-ac95-4d02-8d7a-ca7a7b429a71.png\" alt=\"HR Compliance Checklist\" title=\"\"><\/a><figcaption class=\"wp-element-caption\"><a href=\"https:\/\/primepay.com\/wp-content\/uploads\/HR-Compliance-Checklist_PrimePay.pdf\" data-type=\"link\" data-id=\"https:\/\/primepay.com\/wp-content\/uploads\/HR-Compliance-Checklist_PrimePay.pdf\">Download our free HR compliance checklist.<\/a><\/figcaption><\/figure>\n<\/div>\n\n\n<ul class=\"wp-block-list\">\n<li><b>Anti-discrimination and harassment policies:<\/b><span style=\"font-weight: 400;\"> Develop and implement policies that prohibit discrimination and harassment based on protected characteristics such as race, gender, age, and disability.<\/span><\/li>\n\n\n\n<li><b>Wage and hour compliance: <\/b><span style=\"font-weight: 400;\">Become an expert in the minimum wage and ensure that all employees are paid correctly, overtime pay is calculated accurately, and all required records are maintained.<\/span><\/li>\n\n\n\n<li><b>Employee classification:<\/b><span style=\"font-weight: 400;\"> Make sure to properly classify your employees as either exempt or non-exempt under the Fair Labor Standards Act (FLSA) and state law.<\/span><\/li>\n\n\n\n<li><b>Workplace safety:<\/b><span style=\"font-weight: 400;\"> Establish and maintain a safe work environment and ensure compliance with Occupational Safety and Health Administration (OSHA) regulations.<\/span><\/li>\n\n\n\n<li><b>Employee leave policies:<\/b><span style=\"font-weight: 400;\"> Ensure that all employees have access to legally required leave such as the Family and Medical Leave Act (FMLA) and ensure that policies comply with state and federal leave laws.<\/span><\/li>\n\n\n\n<li><b>Equal pay and pay equity:<\/b><span style=\"font-weight: 400;\"> Review and analyze compensation practices to ensure compliance with federal and state equal pay laws and ensure pay equity.<\/span><\/li>\n\n\n\n<li><b>Data privacy:<\/b><span style=\"font-weight: 400;\"> Develop and implement policies that protect employee data privacy and comply with state and federal data privacy laws.<\/span><\/li>\n\n\n\n<li><b>Recordkeeping:<\/b><span style=\"font-weight: 400;\"> Maintain accurate and complete records for all employees, including personnel files, payroll records, and other employment-related documents.<\/span><\/li>\n\n\n\n<li><b>Benefits administration compliance:<\/b><span style=\"font-weight: 400;\"> Ensure that employee benefits are administered in compliance with all applicable laws, including the Employee Retirement Income Security Act (ERISA).<\/span><\/li>\n\n\n\n<li><b>Legal Counsel:<\/b><span style=\"font-weight: 400;\"> Gain access to resources to help you avoid fines and lawsuits while managing the evolving HR and employment requirements.&nbsp;<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Bonus Checklist: HR Compliance During Employee Performance Reviews<\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Performance reviews are an important aspect of employee development and growth in any organization. They provide an opportunity for employees to receive feedback on their work and set goals for the future. However, without proper preparation, performance reviews can become an unproductive and frustrating experience for both employees and managers.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The following quick checklist of best practices will keep you compliant when conducting performance reviews:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Establish a cadence: <\/b><span style=\"font-weight: 400;\">Ensure performance reviews are conducted for all employees on a regular basis.<\/span><\/li>\n\n\n\n<li><b>Communication is key: <\/b><span style=\"font-weight: 400;\">Clearly communicate job expectations and responsibilities to all employees including the measured performance standards.<\/span><\/li>\n\n\n\n<li><b>Create a system:<\/b><span style=\"font-weight: 400;\"> Put systems into place for measuring performance based on job-related functions and criteria that were illustrated in the employee\u2019s job description.<\/span><\/li>\n\n\n\n<li><b>Review and refresh:<\/b><span style=\"font-weight: 400;\"> Review and update job descriptions at least once a year.<\/span><\/li>\n\n\n\n<li><b>Document: <\/b><span style=\"font-weight: 400;\">Keep an accurate log and detail the records regarding performance to support personnel decisions.<\/span><\/li>\n\n\n\n<li><b>Be clear:<\/b><span style=\"font-weight: 400;\"> Make certain that performance reviews are based on specific job-related criteria.<\/span><\/li>\n\n\n\n<li><b>Be honest:<\/b><span style=\"font-weight: 400;\"> Provide honest, factual, and complete notes.<\/span><\/li>\n\n\n\n<li><b>Focus on OKRs:<\/b><span style=\"font-weight: 400;\"> Compare performance against job descriptions and goals.<\/span><\/li>\n\n\n\n<li><b>Offer ongoing feedback:<\/b><span style=\"font-weight: 400;\"> Don\u2019t save feedback for review time, give feedback regularly!<\/span><\/li>\n\n\n\n<li><b>Be fair:<\/b><span style=\"font-weight: 400;\"> Ensure the review process for measuring performance is equal amongst all employees.<\/span><\/li>\n<\/ul>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Human resource compliance doesn\u2019t have to be overwhelming. In this guide, you\u2019ll learn what HR compliance is, why it matters, and how to stay aligned with key labor laws and regulations. Plus, get a practical checklist to help you evaluate your current compliance status and reduce risk. What is HR Compliance? HR compliance is the [&hellip;]<\/p>\n","protected":false},"author":19,"featured_media":7704,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[13],"tags":[],"class_list":["post-4738","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-benefits-compliance"],"acf":[],"_links":{"self":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4738","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/users\/19"}],"replies":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/comments?post=4738"}],"version-history":[{"count":2,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4738\/revisions"}],"predecessor-version":[{"id":9749,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4738\/revisions\/9749"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media\/7704"}],"wp:attachment":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media?parent=4738"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/categories?post=4738"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/tags?post=4738"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}