In the year leading up to the publication of this article, the U.S. Congress had passed over 60 public laws. This translates to hundreds of new and amended statutes, many of which may directly affect employers.
Comparable amounts of legislation are passed through state legislatures in any given year, leading to continuous changes in laws and statutes in local governments across the country. Of course, many of these laws and statutes also affect employers.
In short, the regulatory landscape is constantly evolving for employers, and hiring professionals must stay apprised of relevant changes to avoid costly penalties. The problem is that there are many changes; they are nuanced, and they are not centralized.
Stay Ahead of Important Regulatory Changes
When it comes to staying informed on regulatory changes, HR professionals should first ask, “What are my resources?”
Yes, colleagues, newsletters, and even Reddit can be good supplementary means of information, but what are your primary sources? Here are ideas and resources that you can add to your current list:
1. EEOC, U.S. DOL, and Your State and Local DOL
One of the biggest regulatory agencies for companies with at least 15 employees is the EEOC. It’s the role of the EEOC to prevent discrimination against job applicants or employees based on race, color, religion, age, disability, and several other factors.
The legislative affairs of the EEOC are important for employers to track. You can find updates here. We recommend browsing monthly.
Another chief governing body to follow is the Department of Labor (DOL). The DOL oversees agencies such as the Office of Inspector General (OIG), Office of Labor-Management Standards (OLMS), Occupational Safety and Health Administration (OSHA), and many others.
Here is a link to the DOL newsroom. These sources can be beneficial. We recommend browsing weekly.
In addition to federal regulatory bodies, it’s important to track your state legislation as well. Most state governments offer good resources that can often be found on their website.
2. SHRM Employment Law and Compliance Library
The Society for Human Resource Management (SHRM) has become one of the most trusted human resource membership organizations in the country. SHRM works to track legislation and lobby Congress on important issues pertinent to labor management.
As an authority in workplace education and certification, SHRM provides excellent resources for professionals who want to track general changes in employment legislation nationwide.
Here is a link to the SHRM compliance library. We recommend checking this resource at least monthly.
3. HR Associations
Along with SHRM, there are several helpful HR associations around the country that bring working professionals together and aid in career development and leadership. Not only do these associations offer education, but they also provide networking opportunities and knowledge bases that can be very helpful for employers seeking to keep ahead of changing laws and regulations.
As we have already discussed SHRM, here are some other trusted HR associations:
National Human Resources Association (NHRA)
Academy of Human Resources Development (AHRD)
College and University Professional Association for Human Resources (CUPA-HR) – for professionals in higher education
4. Compliance Mentors
Building relationships within your personal networks can tremendously help your organization’s compliance efforts.
Whether a trusted colleague, a former or current boss, or an HR guru found through a mentorship program, consultancy, or software, human resources mentors can add considerable value and clarity not only to the compliance undertakings within your organization but also to your personal career path as well.
5. Screening Partner
Another excellent resource for HR professionals, particularly touching on onboarding and hiring compliance, can be your employment screening vendor.
Depending on the experience and capabilities of your partner, your organization may be aided in your regulatory update tracking and employer-side compliance management.
When selecting an employment screening vendor, it is always worthwhile to inquire about how they can help you stay compliant into the future.
Summary
Staying on top of changing laws and regulations is an active effort that requires near-constant attention. Your role as an HR professional is crucial, and it’s largely your department’s responsibility to ensure compliance on most employment issues.
We recommend using the resources above as a starting point if you are not dedicating consistent time to keep current on new laws. Create a plan and set aside time to ensure your policies, procedures, and workplace practices are in accordance with the many changes that frequently occur.
For more information, feel free to contact us!
