Every HR Professional Should Know These Laws and Regulations

Human resource management entails a broad scope of roles that goes beyond just recruiting. It also includes screening and evaluating works, delegating duties, and even training employees. To keep a high-profile work culture, organizations have HR laws and regulations. As such, it is best to know the following five sets of rules that will dictate how you plan, direct and delegate functions.

Wage and Hours Laws

If you work with a large organization or company, there’s no doubt that you compensate your employees for a specific duration of work. Wage and hours laws outline the amount an employer should pay their employees and at what times. The most popular wage and hours laws are the minimum-wage and overtime laws. The minimum wage prohibits employers from paying less than a given hourly, weekly, or monthly. On the other hand, overtime law specifies the actual compensation for work that extends beyond threshold hours. In most organizations, HR shouldn’t coerce employees into working overtime. Should it happen, the employee can procure the services of an employment lawyer for a legal hearing. Another set of wage and hours laws is the child labor laws restricting hiring below a particular age bracket. While children above 12 can do certain types of tasks, most organizations will accept children beyond 14. In some organizations, you can only hire an adult aged 18 and above.

Employment Benefits

Employee benefits are not just a cherry top to motivate your staff; some packages are legal requirements in certain states or countries. Knowing about quintessential, optional, or legal perks can help you adjust your budget and plan effectively.

1. Social Security and Medicare Package

In the US, it is a legal requirement that all employees must sign the W-2 form to show their social security and Medicare taxes. W-2 forms legally bind all employers to credit medical perks to all their employees as part of their employee benefits.

2. Medical leave

Traditionally, sick leaves were voluntary, only regarded as part of employees’ perks. However, this is no longer the case since most states are mandating medical leaves as legal requirements. Even further, countries such as the EU, US, Australia, and China require employers to compensate for sick days.

3. Family medical leave

Family medical leaves apply for employees who intend to attend to their families in case of a medical emergency. It can be childbirth, foster care, maternity leave, or caring for a partner who’s seriously ill. FMLA includes 12 unpaid weeks per year, accessible by any employee.

4. Health insurance

For business owners, employees’ health insurance is indispensable and cannot be compromised. Though health insurance is not a crucial legal requirement, it helps the company cut money on taxes. By leveraging group insurance, an organization stands a better chance of paying less than when it opts for individual packages.

Workplace Safety Laws

Your juniors deserve a work environment that is safe and free from any physical, mental, or psychological harm. Workplace safety laws protect both employers and employees against hazards in and around the workplace. The most popular workplace safety laws include:

Fall protection

Falls protection entails protecting employees against accidental falls that result from the violation of structural integrity. It is the mandate of every employer to ensure that the workplace is void of holes, trenches, and any sub-par structure that can lead to accidents.

As an HR, your role is to ensure paths, ladders, walls, stairways, and scaffolding are safe for walking. Before delegating duties, you must also provide employees with protective gear whenever they undertake high-risk activities.

Hazard communications

These guidelines outline how employees can report any potential hazard to both employers and local authorities. They also dictate prompt and effective communication channels to follow whenever teams spot potential danger.

Occupational safety and health act

Under these guidelines, employees have the right to training about risk management and prevention. The organization must also register for inspections to rule out the occurrence of any danger. The HR should also liaise with concerned parties to test for potential hazards and also document any injuries.