Why HR Compliance Training?
Human Resources experts say that the Department of Labor (DOL) and the Equal Employment Opportunity Commission (EEOC) are going to be even tougher on businesses, large and small, that are not in compliance with employment laws.
Despite federal budget cuts, the DOL and the EEOC are operating with more this year . . . more money, more attorneys, more investigators, more inspectors, even more statisticians.
Why?
Because the DOL and the EEOC have been very successful in winning non-compliance prosecutions; so successful, in fact, that settlements the DOL and the EEOC have been negotiating with non-compliant employers have been on the rise.
The facts are the facts . . . you simply don’t have a choice when it comes to HR compliance.
Costs to fight the DOL and the EEOC can be exorbitant, time-consuming, and can distract you and your business to the point of failure.
Don’t believe it?
Perhaps you should . . . because if you’re not on top of the anti discrimination and sexual harassment laws; the Americans with Disability Act (ADA), the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA) and other federal, state, and local employment laws and regulations, you’re putting your business at serious risk of being HR non-compliant and therefore subject to some serious financial risk.
There’s no doubt about it; HR Compliance in is essential to the profitability of . . . if not the survival of . . . . businesses, large and small, throughout America.
What can you do?
You can start by recognizing that HR compliance is a culture . . . it's a way of doing business that ensures that your key personnel and your employees understand and adhere to compliant HR policies.
But HR compliance is more than a culture or even a mindset because cultures . . . and mindsets . . . can change..
You have to proactively communicate the company’s expectations with regard to compliant HR policies to key personnel and employees and you have to make sure that they understand specific investigative procedures and the possible sanctions that may follow an investigation.
You can contact us to implement regular HR compliance training sessions for key personnel and employees and, perhaps most important, you can check in regularly with any member of our staff for answers to your questions or concerns.
Despite federal budget cuts, the DOL and the EEOC are operating with more this year . . . more money, more attorneys, more investigators, more inspectors, even more statisticians.
Why?
Because the DOL and the EEOC have been very successful in winning non-compliance prosecutions; so successful, in fact, that settlements the DOL and the EEOC have been negotiating with non-compliant employers have been on the rise.
The facts are the facts . . . you simply don’t have a choice when it comes to HR compliance.
Costs to fight the DOL and the EEOC can be exorbitant, time-consuming, and can distract you and your business to the point of failure.
Don’t believe it?
Perhaps you should . . . because if you’re not on top of the anti discrimination and sexual harassment laws; the Americans with Disability Act (ADA), the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA) and other federal, state, and local employment laws and regulations, you’re putting your business at serious risk of being HR non-compliant and therefore subject to some serious financial risk.
There’s no doubt about it; HR Compliance in is essential to the profitability of . . . if not the survival of . . . . businesses, large and small, throughout America.
What can you do?
You can start by recognizing that HR compliance is a culture . . . it's a way of doing business that ensures that your key personnel and your employees understand and adhere to compliant HR policies.
But HR compliance is more than a culture or even a mindset because cultures . . . and mindsets . . . can change..
You have to proactively communicate the company’s expectations with regard to compliant HR policies to key personnel and employees and you have to make sure that they understand specific investigative procedures and the possible sanctions that may follow an investigation.
You can contact us to implement regular HR compliance training sessions for key personnel and employees and, perhaps most important, you can check in regularly with any member of our staff for answers to your questions or concerns.
Why HR Compliance Training? – The Business Case
- 2004 – California's AB 1825: California based employers with 50 or more employees must provide 2 hours of sexual harassment training to all managers and supervisors every 2 years. New hires and employees who are promoted must be trained within 6 months of assuming a supervisory position
- 1999 – Kolstad: This U.S. Supreme Court decision provide additional "mandatory training guidelines" for all employers for compliance training
- 1999 – EEOC Guidelines Promotes discrimination harassment training for ALL employees
- 1998 – Faragher and Ellerth: The U.S. Supreme Court establishes its first "mandatory training guideline"; it states employers should train all employees on sexual harassment and workplace harassment
- 1993 – Connecticut: Employers with 50 or more employees must provide 2 hours of sexual harassment training to all supervisory employees within 6 months of the assumption of a supervisory position
- 1991 – Maine: Employers with 15 or more employees must conduct sexual harassment training for all new employees within 1 year of commencement of employment