OUR HR COMPLIANCE
Bekat Human Resource Supply Agency provides HR practitioners with guidance in complying with a variety of federal and regional statutes such as reporting, disclosure and posting; requirements, maintenance and retention of employee files, as well as other regulatory requirements.
Our HR compliance has to be integrated with the organization’s overall business strategy, and the organization’s leadership has taken steps to ensure all employees understand the importance of HR compliance.
The five basic principles every organization should follow to help achieve the HR compliance goals are:
i. Hiring the Right Talent – Hiring the right talent within the HR function’s area of responsibilities (compensation, employee benefits, legal requirements, talent management) is one of the most important issues for organizations today. The HR function must have the knowledge, skills and experience, or be able to access it through third-party relationships.
ii. Proper Education and Training – The talent in the HR function must be well versed in employment law and the regulatory/legal requirements that can affect an organization at any time. These laws and requirements are changing all the time and its imperative for the HR function to stay apprised of the latest information available.
iii. Creating an Employee Handbook and Updating it Regularly – An organization’s Employee Handbook is one of its most important documents. The Employee Handbook is a communications tool that should clearly articulate the organization’s policies and procedures and how business should be conducted. It is a best practice to have legal counsel review the handbook and any new policies and procedures before distribution.
iv. Conducting Scheduled HR Compliance Audits – Many HR functions are typically understaffed and overworked. As noted, non-compliance can be the basis for financial and reputation risks for organizations. Conducting scheduled HR compliance audits should be a part of an organization’s overall strategy to avoid any legal liabilities.
v. Communicating Regularly– The HR function is a critical component of an organization. Whether there are compliance issues or not, it is critical for the HR function leaders to keep other executives up to speed on potential HR compliance risks and recommended remediation.