You probably do not think of HR compliance when you hear the phrase. But the end of 2025 is a good time — even in the midst of the holiday season — to look back at what has occurred...
'Tis the Season...
You probably do not think of HR compliance when you hear the phrase. But the end of 2025 is a good time — even in the midst of the holiday season — to look back at what has occurred, what still needs to be done in 2025, and to look ahead to 2026.
Here are some issues to consider as we ring in the new year:
- Evaluate "close call" classifications to determine whether employees are properly classified as "exempt" or "non-exempt." Ask whether the duties of a particular position morphed over the year such that an employee no longer meets the "duties test." Also confirm that the salary thresholds for exempt employees are being satisfied.
- Do you have a full inventory and understanding of where remote employees are working and whether there are any state law requirements specific to employees working remotely? Are you required to pay workers compensation or unemployment compensation for these remote employees?
- Have required reports such as EEO-1 forms and AAP plans been completed and submitted?
- Do you use AI in the hiring process? If so, are you subject to any laws governing AI specific to your jurisdiction?
- Do you have a good working knowledge of employment laws that were enacted in your jurisdiction in 2025 and have or will soon go into effect? Have you put policies and systems...
Read Full Story:
https://news.google.com/rss/articles/CBMilgFBVV95cUxOQnJlaEJMRTNqZFRYOEx5anhJ...
