HR and payroll professionals like you have traditionally provided operational and back-end support – until recently. New technologies, a deeper focus on employees, and increasing regulations have changed your role.

 

When it comes to regulations specifically, you are often looked at as the experts. Leadership relies on your expertise to ensure company strategies and goals align with the never-ending list of complicated and nuanced federal, state, and local laws that may affect the workplace and your colleagues. It’s critical for you to remain informed about these changing legal requirements to take a proactive approach.

 

That’s why we compiled our Compliance Trends list to help you stay up-to-date on what’s in store for 2018.

1.

Paid sick leave laws are here to stay. Employers must comply with new paid sick leave laws – and other various leave laws – in the New Year.

 

Recommendation: Put together a comprehensive strategy to ensure compliance with numerous regulations if you’re an employer with employees at multiple locations.

2.

Stricter enforcement of immigration laws. The Acting Director of Immigration and Customs Enforcement instructed the agency to increase the number of I-9 audits targeting employers.

 

Recommendation: Review hiring procedures to ensure compliance and consistency within your process.

3.

An increase to minimum wage rate. The minimum wage rate is expected to increase in many states.

 

Recommendation: Consider reviewing pay policies to ensure you’re compliant in all states and cities.

4.

A new DOL overtime rule is coming. The Department of Labor plans to issue a new overtime rule now that they have gathered more information about what an appropriate rule may look like.

 

Recommendation: Once the rule has been issued, consider reviewing worker classifications and salaries to analyze whether reclassification or salary adjustments are needed in order to maintain compliance with the FLSA.

5.

Hiring practices are being overhauled. Many states are banning employers from asking a candidate for his/her salary history in order to target equal pay.

 

Recommendation: Review the laws within your state(s) and/or cities and train recruiters and managers not only on this issue, but also on interviewing best practices.

6.

Reducing harassment in the workplace. In light of recent events, legislation is being introduced at the state and federal level to strengthen laws prohibiting sexual harassment and discrimination in the workplace, as well as to prohibit settling harassment or discrimination claims with non-disclosure clauses.

 

Recommendation: Implement anti-harassment policies, including reporting and investigating procedures, and train your workforce not only the law, but also your company’s policy.

Changes in laws take time to roll out. The New Year is a great time to take a proactive approach to compliance by reviewing the requirements that apply to your workforce and ensuring your policies align with them.