Estimated studying time: 3 minutes
After each election, there’s a interval the place the information could be very centered on what’s going to occur within the new administration. Even when the present president is reelected. And particularly when the present president isn’t. The dialog isn’t simply centered on what’s going to occur however when will it occur and the way.
It’s at all times fascinating to see what individuals need to say main as much as a transition. I not too long ago listened to a webcast that includes 5 employment attorneys speaking about what they count on to occur with HR compliance subsequent 12 months and a few issues HR professionals may wish to take into account. The panel of authorized professionals included:
Eric B. Meyer, Pierson Ferdinand LLP
Dessi Day, Pierson Ferdinand LLP
Amy Epstein Gluck, Pierson Ferdinand LLP
Jon Hyman, Wickens Herzer Panza
Daniel Schwartz, Shipman & Goodwin LLP
This group is at all times so great about sharing their experience with the HR group. When you might have a second, try what they need to say. I discovered the dialog very fascinating. Listed below are a few of my takeaways from the webcast.
Take note of authorities appointments. I do know there are days when the very last thing we wish to do is consider the construction of presidency and who’s main what committee, however who’s in cost can have an effect on what will get carried out. This shouldn’t be a shock – it occurs in our firms on a regular basis. The identical applies to authorities – each at a federal, state, and native degree.
Rolling again a legislation is usually a problem. Up to now, we’ve seen authorities roll again / change legal guidelines. Organizations have selections to make. Are we going to maintain doing what we’re doing (despite the fact that it’s not a mandate any longer)? Or are we going to roll again? And if we resolve to roll again, how are we going to do it? There are not any clear solutions and HR departments are going to wish to take into consideration how they plan to method these HR compliance issues if and after they happen.
Plan for worker handbook and coverage evaluations. We are saying that HR departments ought to recurrently evaluation their handbooks in addition to insurance policies to verify they’re present. In case your group doesn’t have this on their calendar, it may be a good suggestion so as to add it. That method if legal guidelines do change, you recognize precisely what facet of HR compliance it impacts. The very last thing the group needs to do is give staff a handbook with outdated data.
Whereas we don’t know what the long run holds, I did discover the subjects lined by the panel to be sensible. They talked about potential adjustments throughout the Equal Employment Alternative Fee (EEOC) and the Nationwide Labor Relations Board (NLRB). In addition they mentioned what the long run may maintain for topics like non-compete guidelines, synthetic intelligence, and worker wages. Once more, when you might have a second, the webcast is price testing.
As organizations are preparing for the brand new 12 months, speaking about how they plan to deal with HR compliance ought to be part of the dialog. It could possibly be useful to deliver your authorized counsel into the dialogue. They could have some suggestions on proactive steps HR departments ought to take into account. One factor we all know for positive, organizations are going to look to HR to assist information them by way of any adjustments.
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