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Strategic HR Compliance: Plan, Prevent, Protect Your Business

Gain insight into key U.S. Department of Labor strategies to enhance HR compliance and protect your employees. Learn top employer action items, critical HR audit factors, and essential next steps for proactive compliance.

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Strategic HR Compliance: Plan, Prevent, Protect Your Business

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  1. Steven Yee, SPHR HRAnswerLink, Inc. July 19, 2011 “Plan / Prevent / Protect”Your Business

  2. Agenda • Introduction • Key U.S. DOL Strategies • Top Employer Action Items • Critical HR Audit Factors • Questions and Answers • Next Steps

  3. Introduction • Meeting Objectives • Gain awareness of the U.S. Department of Labor’s recent strategic initiatives and enforcement efforts. • Understand the relevance and impact of the DOL’s efforts on your business and its employees. • Learn how to proactively position your organization for HR compliance towards increased performance. • General Background

  4. The U.S. DOL Strategic Plan

  5. Key U.S. DOL Strategies • Plan / Prevent / Protect • Plan how to correct risks of workplace law violations; • Prevent any further risks from emerging; and • Protect employees and their workplace rights. • Openness and Transparency • Push Workplace Rights Education for Employees • Partner with Employee Advocacy Groups

  6. 5 DOL Goals • Prepare workers for good jobs and fair compensation. • Ensure workplaces are safe and healthy. • Assure fair, high quality work-life environments. • Secure health benefits. • Produce timely, accurate data on the economic conditions of workers and their families.

  7. Worker Protection Agencies • Employee Benefits Security Administration (EBSA) • Mine Safety and Health Administration (MSHA) • Occupational Safety and Health Administration (OSHA) • Office of Labor-Management Standards (OLMS) • Wage and Hour Division (WHD)

  8. Top Employer Actions Items • Designate a Compliance Officer. • Conduct Regular HR Audits. • Establish an HR Compliance Action Plan. • Utilize Reporting and Tracking Systems. • Provide Continuous Education and Training. • Secure Professional HR Expertise.

  9. Critical HR Audit Factors • Scope / Type • Compliance • Function-Specific • Best Practices • Strategic • Resources • Internal • External • Scope / Type • Compliance • Function-Specific • Best Practices • Strategic • Resources • Internal • External

  10. 7-Step Audit Process

  11. Hot Topic HR Audit Hot Spots • Employees vs. Independent Contractors • Exempt vs. Non-exempt Employees • Timekeeping Records • Personnel File Records • Workplace Policies

  12. Questions and Answers

  13. The Next Steps • Designate a Compliance Officer. • Conduct Regular HR Audits. • Establish an HR Compliance Action Plan. • Utilize Reporting and Tracking Systems. • Provide Continuous Education and Training. • Secure Professional HR Expertise.

  14. Thank You!

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