San Diego Human Resources Consulting Inc.的动态

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How can you be prepared for a Department of Labor audit? It helps to be as proactive as possible by: - keeping employee records accurate and up-to-date, especially regarding wages and I-9 information; - periodically review your job descriptions and employee handbooks; - establishing a calendar of how long documents should be maintained. Learn more about how to keep your HR practices DOL audit-ready in this Insperity blog. #HRCompliance #EmploymentLaw #Audit #HumanResources https://lnkd.in/eWMbHGWk

How can you be prepared for a Department of Labor audit? It helps to be as proactive as possible by: - keeping employee records accurate and up-to-date, especially regarding wages and I-9 information; - periodically review your job descriptions and employee handbooks; - establishing a calendar of how long documents should be maintained. Learn more about how to keep your HR practices DOL audit-ready in this Insperity blog. #HRCompliance #EmploymentLaw #Audit #HumanResources https://lnkd.in/eugmiUij

?? Statutory Compliance: The Backbone of HR Record Keeping! ?? For every HR professional, maintaining proper records and ensuring statutory compliance is not just a legal requirement but a foundation for trust and transparency in the workplace. ?? Understanding statutory compliance and having the right documents in place can protect your organization from hefty penalties and ensure smooth operations. Here's what every HR needs to know: ?? What is Statutory Compliance? It refers to the legal framework within which an organization must operate while dealing with its employees. There are various laws and regulations, like the Labor Laws, Taxation Laws, and more, that companies need to comply with to ensure legal safety. ?? Key Documents HR Professionals Must Maintain: 1. Form A: Employee Register ?? (Details of all employees working in the organization). 2. Form B: Wage Register ?? (A record of wages paid to employees, including bonuses and deductions). 3. Form C: Muster Roll ?? (Attendance record for all employees). 4. Form D: Overtime Register ? (Details of overtime hours and payments). 5. Form E: Leave Register ?? (Records of earned leaves, sick leaves, and other types of leave). 6. ESI, PF & Gratuity Records: Ensuring employees are covered under these social security schemes for their welfare. ?? Why Statutory Compliance is Crucial: ? Legal Protection: Ensures the company avoids legal penalties and violations. ?? Transparency: Creates a transparent workplace where employees trust their employers. ?? Employee Welfare: Protects the rights of employees and ensures they get fair treatment. Best Practices for HR: ??? Keep Updated Records: Regularly update all compliance documents to avoid discrepancies. ?? Conduct Audits: Routine internal audits ensure that all records are accurate and compliant with the latest laws. ?? Stay Informed: Labor laws frequently change, so HR teams should stay informed about any updates in regulations. Remember, statutory compliance is not just about ticking boxes—it's about building a strong, legal, and fair workplace. Make compliance a top priority in your HR strategy! ??? #StatutoryCompliance #HRManagement #LegalCompliance #EmployeeWelfare #HRRecords #WorkplaceTransparency #PayrollCompliance #HRBestPractices

How can you be prepared for a Department of Labor audit? It helps to be as proactive as possible by: - keeping employee records accurate and up-to-date, especially regarding wages and I-9 information; - periodically review your job descriptions and employee handbooks; - establishing a calendar of how long documents should be maintained. Learn more about how to keep your HR practices DOL audit-ready in this Insperity blog. #HRCompliance #EmploymentLaw #Audit #HumanResources https://lnkd.in/gSkb3BJN

How can you be prepared for a Department of Labor audit? It helps to be as proactive as possible by: - keeping employee records accurate and up-to-date, especially regarding wages and I-9 information; - periodically review your job descriptions and employee handbooks; - establishing a calendar of how long documents should be maintained. Learn more about how to keep your HR practices DOL audit-ready in this Insperity blog. #HRCompliance #EmploymentLaw #Audit #HumanResources https://lnkd.in/gdCZw3CH

NEW LAW - KEY POINTS The Temporary Agency Workers Regulations, 2024, will come into effect on January 1, 2025, introducing significant changes aimed at improving the working conditions and rights of temporary agency workers, and are intended to eliminate labour exploitation in a category of employees composed in its majority of TCNs. Below, we outline the key aspects and implications for your HR practices. Key Provisions of the New Regulations 1. Equal Treatment Principle: Temporary agency workers must receive the same basic working and employment conditions as direct hires performing equivalent roles at the user undertaking. This includes remuneration, working hours, overtime, rest breaks, statutory leave, public holidays, and protection for pregnant workers and young people. 2. Applicability: The regulations cover all temporary agency workers engaged by public and private entities. Notably, outsourcing agencies and their employees are also included under these regulations, ensuring comprehensive coverage across various employment scenarios. 3. Definitions and Scope: The definitions of "assignment," "temporary agency worker," "temporary work agency," and the introduction of "outsourcing agency" ensure clarity and inclusiveness of all relevant entities involved in temporary work arrangements. 4. Prohibition of Fees: Temporary work agencies and user undertakings are prohibited from charging workers any fees related to their assignment. This extends to the prohibition of wage deductions for such assignments. 5. Access to Employment: Temporary agency workers must be informed about permanent vacancies within the user undertaking, providing them the same opportunity as other workers to secure permanent positions. 6. Training and Facilities: Temporary agency workers are entitled to access amenities and participate in vocational training programs provided by the user undertaking under the same conditions as directly hired employees, unless justified by objective reasons. 7. Representation Rights: Temporary agency workers must be included in the calculations for worker representation thresholds within the temporary work agency. 8. Remedies and Compliance: Temporary agency workers have the right to file complaints with the Industrial Tribunal for any breaches of the regulations, and employers found in violation may face fines ranging from €500 to €2,329. Implications for HR Management HR managers must review and adjust their policies to comply with these new regulations. This includes: ?? Policy Updates: Ensuring that temporary agency workers receive the same pay and conditions as permanent staff. ?? Communication: Clearly communicating these rights to temporary workers and user undertakings. ?? Training: Providing necessary training for HR staff to manage compliance with these regulations. ?? Recruitment Practices: Adjusting recruitment and employment practices to align with the new legal requirements.

We've been busy this week conducting HR audits for several clients - reviewing their HR processes, policies, and record keeping to ensure our clients' businesses: ? Are complying with current UK employment law in their practices; ? Have HR processes which are right for them and that work effectively; ? Have the policies they need to get the best from their employees and to protect their business from risk; ? Are retaining the employee records that are required to effectively manage the employment relationship (and that they are handling employee data in line with the GDPR). Our HR audits give clients a truly unbiased and objective view of how well HR is administered and managed in their business - with clear and actionable insights which illuminate risks, and highlights opportunities for change and targeted improvement. This week alone, our audits across 3 clients have revealed: ? 4 employees without a record of their contract of employment being on file ? 4 employees employed with no right to work checks being conducted or recorded ? 7 employees employed under an employment contract that (at the time it was issued) was non-compliant with employment law ? 9 HR policies that required updating to reflect statutory legislation ? An instance of an employee working on average in excess of a 48 hour week, without opting out of the Working Time Directive ? An employment practice involving unpaid overtime which took two employees below the national minimum wage ? Holiday allowances being incorrectly calculated for part time workers ? 51 recommendations made to clients to build their HR capability and to reduce risk in the businesses When was the last time you had your business's HR practices audited? Knowledge is the key to building strength! ?? #hraudit #employmentlaw #hrcompliance #hrbestpractice #smallbusinesshr

According to an SHRM (Society for Human Resource Management) survey on job satisfaction, 92% of employees indicated that benefits are important to their overall job satisfaction. In fact, a third of employees cited their benefits package as a top reason for not pursuing a job with another employer. This makes it abundantly clear that employee benefits are an exceptionally important component of modern employment. #PEO #EmployeeBenefits #HumanResources #Payroll

How can you be prepared for a Department of Labor audit? It helps to be as proactive as possible by: - keeping employee records accurate and up-to-date, especially regarding wages and I-9 information; - periodically review your job descriptions and employee handbooks; - establishing a calendar of how long documents should be maintained. Learn more about how to keep your HR practices DOL audit-ready in this Insperity blog. #HRCompliance #EmploymentLaw #Audit #HumanResources https://lnkd.in/gvpcSv98