Some areas like
technology have made a big noise about their arrival. However, one area of the
corporate world that has grown silently to a level much beyond what it started
off at is human resources. Over the years, almost coinciding with the explosion
of technology; human resources has transformed itself from being a clerical function
that noted employee leaves and carried out other mundane tasks to being central
to an organization today. HR is among the
most proactive disciplines in today’s organizations, doing all work from hiring
the right fit for the organization based on its needs and strengths to being
part of mergers and acquisitions.
With this expansion
in its activities, a lot of responsibilities have been added to this
department. HR has now become one of the most regulated departments in an
organization. It cannot afford to take whimsical decisions. Regulations prevent
HR from taking arbitrary decisions. The reason HR has been heavily influenced
by regulations is that many regulations have concerned the workplace.
A huge array of legislations to comply with
Of late, a flurry of
regulations has come in from the American Congress and other legislative bodies
around the world, in both western and developing countries, which are aimed at
protecting the interests of the workforce. Since HR is at the core of the
workforce; these regulatory requirements affect this department heavily. HR has
to now comply with a number of regulatory laws and requirements, failing which
the organization can land itself in trouble.
This is why regulatory compliance
trainings are a must for organizations. HR Compliance Training & Development from NetZealous LLC, a
Fremont, CA-based provider of professional trainings, address the compliance
and legal issues related to all aspects of HR. NetZealous LLC offers complete HR Compliance Training & Development that help organizations be
compliant with the rules and avoid costly errors.
There is an
unavoidable need for organizations to take HR Compliance
Training & Development. This is because there
are a number of laws relating to employment, employment conditions, workplace
safety, workplace behavior and innumerable other areas that have to be complied
with. In the absence of compliance with these regulations, it is possible that
the organization may land itself in legal trouble. When it is hiring a person,
there are a number of regulations that the organization’s HR needs to comply
with, such as the Equal Employment Opportunities Act (EEOA), Americans with
Disabilities Act (ADA), the Fair Labor Standards Act (FLSA), Family and Medical Leave Act
(FMLA), OSHA and many others.
Compliance with the
provisions of these and related legislations is mandatory. No organization has a
choice when it comes to implementation of these laws. These are universal in their application. When
an organization fails to meet these standards, it is going to bear the brunt of
punitive legal actions that follow from the Department of Labor (DoL) and other
agencies. Given the sheer scope and variety of these laws; no organization’s HR
can have all its bases covered, no matter how experienced it may be and no
matter how much it may be aware of these laws. The laws are extremely
comprehensive and relate to all phases of the employee’s tenure with the
organization. There are laws that need to be complied with in relation to
hiring, retention, ensuring service conditions throughout employment and even
making sure that there are no lapses during termination.
Get trained, stay compliant
All these are complex
activities. This is why HR Compliance Training & Development trainings are necessary
for an organization of any size. Many organizations could be under the
impression that HR Compliance Training & Development trainings are required
only for smaller organizations. This is not true, because no matter what the
size of the organization, the rules apply to all organizations.
An organization’s HR
needs HR Compliance Training & Development trainings mainly because
it has to make sure it knows not only what regulatory rules apply at which
stage of employment and for what kinds of employees; it also needs to know how
to apply them without inviting legal problems for itself and the organization.
Expert trainings for the organization’s good
When an organization
undertakes HR Compliance Training & Development trainings from a
professional training provider like NetZealous LLC; it can be
sure that it will gain knowledge of all the relevant provisions of the
applicable employment laws that need to be enforced. Its premium brand for HR
trainings, TrainHR, has experts drawn
from the best names in the HR industry. These experts will help organizations
understand the need and the rationale for these laws. They will show these
organizations the way to properly implement these laws, so that there will be
no lapses from HR’s side, something that could send the organization into a
tailspin.
In addition to the
laws stated above, HR Compliance Training & Development trainings cover other core
and important areas of employment law, which have a direct bearing on HR. these,
include expert trainings on:
o
Immigration
and Nationality Act (INA)
o
The
Longshore and Harbor Workers' Compensation Act (LHWCA)
o
Federal
Employees' Compensation Act (FECA)
o
Employee
Retirement Income Security Act (ERISA)
o
Health
Insurance Portability and Accountability Act (HIPAA)
o
Comprehensive
Omnibus Budget Reconciliation Act of 1985 (COBRA)
o
Labor-Management
Reporting and Disclosure Act (LMRDA) of 1959 (also known as the Landrum-Griffin
Act)
o
Affirmative
Action
o
Age
Discrimination in Employment Act (ADEA)
o
Employment
Non-Discrimination Act (ENDA)
o
Employment
Practices Liability Insurance (EPLI)
o
Equal Pay
Act (EPA)
o
Exempt vs.
Non-exempt Employees
o
Fair and
Accurate Credit Transactions Act (FACT Act)
o
Fair Credit
Reporting Act (FCRA)
o
Fair Pay Act
o
Health
Insurance Portability and Accountability Act (HIPAA)
o
Immigration
and Immigration Reform and Control Act (IRCA)
o
Lilly
Ledbetter Fair Pay Act
o
National
Labor Relations Act (NLRA), National Labor Relations Board (NLRB) &
Employee Free Choice Act (EFCA) & Unions
o
19th Century
Civil Rights Act
o
Occupational
Safety and Health Administration (OSHA)
o
Office of
Federal Contract Compliance Programs (OFCCP)
o
Older
Workers Benefit Protection Act (OWBPA)
o
Pension
Benefit Guaranty Corporation (PBGC)
o
Patient Protection
and Affordable Care Act (PPAC)
o
Pensions
Protection Act (PPA)
o
Pregnancy
Discrimination Act (PDA)
