One important role of a human resource leader within a business is to ensure a safe, healthy, fair and equitable workplace for employees. That means overseeing an organization’s adherence to laws and regulations governing labor practices to ensure what’s called HR compliance.
HR compliance means ensuring your company policies and actions adhere to labor laws in your country, state or municipality. It involves everything from creating and documenting policies to enforcing them to ensure ongoing alignment.
Human resources leaders in charge of HR compliance should be aware of these common issues that can run afoul of U.S. and state labor laws.
Several U.S. laws regulate and define discrimination in hiring, including the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Rehabilitation Act of 1973, the Equal Pay Act (EPA), the Age Discrimination in Employment Act of 1967 (ADEA), the Genetic Information Nondiscrimination Act of 2008 (GINA) and the Americans with Disabilities Act (ADA).
These laws prohibit discrimination in hiring based on protected classes, which, according to the U.S. Equal Employment Opportunity Commission, include “race, color, religion, sex (including pregnancy, sexual orientation or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history).” By extension,...
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