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How to Ease Compliance Concerns with Workforce Management Software

HR Tech Outlook | Wednesday, November 24, 2021

Many workplace laws, regulations, and guidelines that govern compliance risk date back to the early twentieth century. Sorting through federal, state, and local workplace regulations is a skill that grows over time and from a variety of sources.

Fremont, CA: If one asks an HR professional how to decrease compliance risk, one will most likely get one of two responses: a long, silent stare from beneath a furrowed brow or a finger aimed directly to a floor-to-ceiling shelf of thick binders and the two-word utterance, "Start there."

To put it another way, addressing how to decrease compliance risk is difficult. It can't be digested over a bagel and coffee or absorbed in a five-minute conference room meeting.

Many workplace laws, regulations, and guidelines that govern compliance risk often date back to the early twentieth century. Sorting through federal, state, and local workplace regulations is a skill that grows over time and from a variety of sources. Among these sources is workforce management software, which is designed to help employers navigate and track the complex web of regulatory compliance issues that they face on a daily basis.

In order to remain compliant and stay protected from unnecessary and costly litigation, there are many issues that employers should be aware of.

Employee Safety                                                 

Almost all employers are required to follow the Occupational Safety and Health Administration's regulations for preventing and responding to workplace emergencies. Employers are required to keep a first-aid kit on-site and to inform employees about dangerous chemicals in the workplace.

Nevertheless, the FMLA and the Fair Labor Standards Act do not govern sick pay, vacations, or paid time off. Even though the time away is provided voluntarily by the employer, it must still be tracked.

Employee Leave

Sorting through the various types of paid leave mandated by law and those provided voluntarily by employers can be difficult. The Family and Medical Leave Act governs reasonable amounts of unpaid, job-protected leave for reasons such as childbirth or caring for a sick family member.

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