Estimated reading time: 3 minutes
After every election, there’s a period where the news could be very focused on what’s going to occur in the brand new administration. Even when the present president is reelected. And particularly when the present president shouldn’t be. The conversation isn’t just focused on what’s going to occur but when will it occur and the way.
It’s at all times interesting to see what people should say leading as much as a transition. I recently listened to a webcast featuring five employment lawyers talking about what they expect to occur with HR compliance next 12 months and a few things HR professionals might want to contemplate. The panel of legal professionals included:
Eric B. Meyer, Pierson Ferdinand LLP
Dessi Day, Pierson Ferdinand LLP
Amy Epstein Gluck, Pierson Ferdinand LLP
Jon Hyman, Wickens Herzer Panza
Daniel Schwartz, Shipman & Goodwin LLP
This group is at all times so wonderful about sharing their expertise with the HR community. When you have got a moment, try what they should say. I discovered the conversation very interesting. Listed below are a few of my takeaways from the webcast.
Concentrate to government appointments. I do know there are days when the final thing we would like to do is think concerning the structure of presidency and who’s leading what committee, but who’s in charge can have an effect on what gets done. This mustn’t be a surprise – it happens in our firms on a regular basis. The identical applies to government – each at a federal, state, and native level.
Rolling back a law generally is a challenge. Prior to now, we’ve seen government roll back / change laws. Organizations have decisions to make. Are we going to maintain doing what we’re doing (although it’s not a mandate any longer)? Or are we going to roll back? And if we resolve to roll back, how are we going to do it? There are not any clear answers and HR departments are going to need to take into consideration how they plan to approach these HR compliance matters if and after they occur.
Plan for worker handbook and policy reviews. We are saying that HR departments should repeatedly review their handbooks in addition to policies to ensure that they’re current. In case your organization doesn’t have this on their calendar, it could be a superb idea so as to add it. That way if laws do change, you understand exactly what aspect of HR compliance it impacts. The final thing the organization desires to do is give employees a handbook with outdated information.
While we don’t know what the longer term holds, I did find the topics covered by the panel to be realistic. They talked about potential changes throughout the Equal Employment Opportunity Commission (EEOC) and the National Labor Relations Board (NLRB). In addition they discussed what the longer term might hold for subjects like non-compete rules, artificial intelligence, and worker wages. Again, when you have got a moment, the webcast is price testing.
As organizations are preparing for the brand new 12 months, talking about how they plan to handle HR compliance must be a component of the conversation. It may very well be helpful to bring your legal counsel into the discussion. They may have some recommendations on proactive steps HR departments should consider. One thing we all know obviously, organizations are going to look to HR to assist guide them through any changes.
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