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Useful Tips to Improve Legal and HR Collaboration

HR Tech Outlook | Wednesday, December 01, 2021

Strategic coordination between legal and human resources is required to reduce the rising danger of employee lawsuits.

Fremont, CA: Human Resources is in charge of a company's most valuable asset: its staff. HR is responsible for maintaining compliant working conditions and ensuring that workers (or internal clients) get onboarded efficiently. With employment standards constantly changing, HR must keep up to date while maintaining ethical recruiting practices and offering the greatest available benefits at the lowest possible cost to the organization.

HR is also in charge of dealing with employment discrimination allegations. Whether they win or lose, employee lawsuits are expensive and can seriously harm a company's reputation. HR and legal must agree on more than simply employment contracts to avoid costly litigation and noncompliance with evolving employment standards.

Ways Legal and HR align cross-functionally

•  Review company-wide policies annually

Companies have numerous rules in place to defend themselves from internal and external lawsuits. It contains, among other things, a whistleblower policy, a sexual harassment policy, and an anti-retaliation policy. When it comes to establishing these rules, HR might turn to the Legal department for assistance. Determining a regular cycle for reviewing these policies will assist HR in staying up to speed on changes in rules within their specific jurisdiction and ensure that Legal approves the language within the policy. Because compliance rules change often, Legal and Human Resources must meet regularly – at least once a year – to evaluate these policies and verify that they are up to date.

•  Hold regular training with Legal and HR departments.

Legal and human resources can collaborate to develop educational training for managers on recruiting rules, address prohibited interview questions, identify biases in the company's hiring process, and manage compensation objectives. Human resources have the education and training required to comprehend the legal ramifications of illegal employment practices, information that can only get strengthened with legal counsel's engagement.

•  Align on employee risk mitigation strategies

Compliance with employment laws is a mammoth effort that becomes increasingly challenging with larger businesses. As a result, Legal and Human Resources are in the greatest position to advise each other on risk reduction techniques that increase employee happiness. For example, they can collaborate to create a consistent review process and personnel improvement plans (PIPs) for the whole firm.

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