Eric Torigian, Managing Director, HR Advisory Services with CHRO Solutions, Interviewed on The Inspired Business Leaders Podcast

Eric discusses how small businesses can keep up with HR Compliance.

 Listen to the interview on the Business Innovators Radio Network:

There are a few things small businesses can do to follow HR compliance:

  1. Ensure Policies and Practices are Up To Date

Changes in the law come quickly, and employers must stay up-to-date on all HR regulations that affect their business. Create policies for handling employee complaints and disputes, drug testing procedures, interviewing processes, workplace safety guidelines, and other vital topics. It’s also a good idea to train managers to recognize signs of discrimination or harassment in the workplace.

  1. Maintain Accurate Records

Accurate records of employee information, such as job descriptions and performance reviews, must be maintained at all times. Additionally, employers should track wages and hours worked, any deductions from employees’ paychecks (e.g., taxes), and employee benefits. This includes records of any leaves they take, such as vacation or sick leave.

  1. Offer Benefits to Employees

Depending on the company’s size and location, employers may be required to offer certain benefits to employees, like health insurance, paid time off, parental leave, or disability coverage. They can also elect to go above and beyond by offering additional voluntary benefits like retirement savings plans or life insurance coverage. Additionally, employers should ensure all benefit policies are up-to-date and in compliance with federal labor laws.

  1. Remain Vigilant Regarding Wage & Hour Laws

Minimum wage and overtime rules vary from state to state, so employers must stay up-to-date on the wages they must pay their employees. Additionally, employers should ensure that non-exempt employees are paid overtime when they work more than 40 hours a week and have accurate records of employee time sheets and breaks taken during the workday.

  1. Invest in HR Software and Consultants

In addition to staying informed, it’s a good idea for small business owners to invest in software that can help manage payroll and other HR functions. This will make sure all tasks are completed in an accurate and timely manner. Additionally, consulting with an expert on HR matters can be beneficial as they can spot any potential compliance issues before they become a problem. By taking these precautionary measures, employers will have peace of mind knowing their business is compliant with all applicable laws.

  1. Monitor the Business’ Performance Regularly

Monitoring the business’ performance regularly is essential to ensure consistency and compliance with HR laws. This can include conducting periodic audits, monitoring employee feedback, and taking steps to address any issues that arise. Keeping track of these items will help employers better manage their HR practices and prevent any legal disputes from occurring in the future.

Eric says: “Following these key tips can help small businesses to ensure that their HR practices are up to date and compliant with federal and state laws. Whether they’re a start-up or an established business, staying on top of HR compliance is essential for avoiding costly legal issues down the line. With clear policies in place and accurate records maintained, a business will be well-Equipped to handle any potential HR compliance challenges.”

About Eric Torigian

Eric Torigian founded and leads the Business Operations and HR Advisory Practice for CHRO Solutions. A strategic Global HR Executive and Chief HR Officer, Eric is recognized as a leader in the HR community with over 30 years of global experience driving organizational performance through strategic HR leadership and strong business partner relationships. Eric’s passions include coaching individuals to leverage their strengths, aligning them with strategic opportunities to make an impact on the business, and enabling them to live their best possible life.

Eric’s background includes solid people leadership experience and excels at aligning people processes with the needs of the business. He has demonstrated results leading human resources across multiple industries and always ensured that HR has a ‘seat at the table’. In addition, he has extensive tactical experience in conflict resolution, benefits administration, employee relations, and contract negotiations.

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