Today, we're talking about simple steps you can take to keep your company HR compliant. Whether your company has 5 or 500 employees, it's important to conduct a regular review of your HR and benefits-related notices, records, and procedures to ensure compliance with the law and prevent potential liabilities and employee lawsuits. Let’s keep on track with these five simple steps for staying HR compliant. Steps_for_Staying_HR_Compliant-1

First, give your poster wall a thorough check-up. A comprehensive review will confirm that your federal and state labor law posters are up-to-date and of the correct size. Be sure to check with your state labor department for any industry-specific poster requirements that might apply to your business.

Next, stay on top of notice requirements. From summary plan descriptions (SPDs), to COBRA- and FMLA-related notices, employers are required under various federal and state laws to provide employees with specific information about their benefits and responsibilities. Confirm that your employee communications are accurate, consistent, and in compliance with applicable laws.

Third, keep up with your recordkeeping. Recordkeeping is more than just good business practice: employers are legally required to maintain certain types of employee records under federal and state law. Verify that your recordkeeping procedures address any requirements related to confidentiality and how long to keep records.

Fourth, review policies and procedures. Be sure your company policies and procedures comply with federal and state labor laws related to employee leave, equal employment opportunity, sexual harassment, worker safety and other requirements. If necessary, revise policies and procedures, and communicate changes to employees via your employee handbook or company web site.

Finally, confirm that your workers are classified properly. Misclassifying employees as independent contractors can result in costly legal consequences. Also, remember that an employee’s exempt or non-exempt status is based on his or her compensation and specific job duties--not job title. It's a good idea to review job descriptions at minimum on an annual basis, as tasks and requirements may change.

To learn more about our subscription options to our HR Compliance Library with over 500 downloadable forms and policies and video training on topics like ‘Preventing Sexual Harassment in the Workplace,' go to and click on the ‘products’ tab.

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Topics: Steps for Staying HR Compliant

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