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HR Regulations and Regulations That Impact Workplace Issues

HR professionals must have an in-depth knowledge of current laws and regulations that affect workplace issues. Furthermore, they should follow legal blogs and attend seminars regularly in order to stay abreast of trends.

Effective HR policies create order in the workplace and define approaches to people management issues, while protecting organizations from legal claims filed by employees as well as helping to comply with employment laws.

Employment Classifications

Employee classifications play a pivotal role in compliance and liability when it comes to wage and hour laws, particularly with overtime pay eligibility and meal and rest break eligibility. Employees may also be divided up by tier, which determines compensation opportunities as well as advancement opportunities for individual employees.

HR teams may find keeping track of employee classifications a time-consuming endeavor, and even minor misclassification can trigger an audit by the IRS or lead to legal action from employees seeking back pay, penalties or fines.

Classifying employees accurately is a delicate endeavor, as roles vary based on position, industry and overall business objectives. An unpaid intern might be part of your company’s expansion plan but could negatively impact morale and retention. HR software such as Deel can assist in classifying your workforce correctly while staying compliant, saving both time and money while making sure you utilize the optimal labor resources for your organization.

Time Off

How much leave an employee can take from work depends on both federal and state laws as well as company policies. For instance, the Family and Medical Leave Act mandates employers provide employees with certain paid leave options such as vacation days, sick leave and personal days as well as federally protected leaves such as jury duty service or pregnancy leave.

A company policy should outline how employees can accumulate vacation, sick and personal days throughout each pay period and year, whether unused leave will expire and how they manage requests from employees for time off requests.

HR departments typically have access to sensitive employee data such as tax and social security numbers, home addresses, phone numbers and employment contracts. To comply with data protection laws and ensure employee protection, this data must be safeguarded appropriately by having a comprehensive policy in place that clarifies how managers and employees should navigate around any potential pitfalls or productivity problems caused by too many employees taking too much unpaid leave time off.

Reasonable Accommodation

Employers have an obligation to offer reasonable accommodations to job applicants or employees with disabilities, but sometimes the costs can become prohibitive for certain organizations.

Accommodations may be considered reasonable when they provide a realistic solution to an individual with disabilities, enabling them to participate in the hiring process or perform essential job functions. An accommodation that is too costly, disruptive, or extensive would not qualify as reasonable accommodation.

One example would be when a cleaning company rotates its employees to different floors on a monthly basis, yet one employee with mental illness finds it hard to adjust to these changes in his routine, asking for reasonable accommodations so he may remain on his previous floor.

Employers can benefit from creating an interactive process by treating all requests for reasonable accommodations as individual cases and responding accordingly. A centralized accommodation program could be helpful as it consolidates subject matter expertise to assess, evaluate and select effective and meaningful accommodations. Finally, to maintain good faith interactions employers should avoid any form of retaliation against employees or applicants who request or inquire about reasonable accommodation requests or inquire.


Your HR department should take swift and disciplinary action when an employee violates company or government policies, creating clear disciplinary action policies which clearly outline any unwanted behaviors and steps to take can help your business avoid legal complications. Furthermore, being aware of changing laws which could impact internal policies can help your company avoid legal entanglements; keeping up with federal employment regulations, local minimum wage laws, labor rights standards and the like can save your organization money in the long run.

Discipline can be unpleasant for everyone involved, but sooner or later it’s necessary. Establishing a formal disciplinary process with steps tailored to different levels of unwanted behavior and violation will help avoid legal complications while keeping employees happy and increasing productivity in the workplace.

Discipline can include coaching, counseling, written warnings, suspension or termination. Your disciplinary system should be fair to all employees and reflect your company values – this will make it easier for your HR team to defend any future lawsuits that might come their way.

Digital Records Management

Digital records include any information stored electronically that can be read machine-readily. They include texts, images, data and video data. An effective digital record management policy must include safeguards for protection, compliance, availability and disposition – this ensures records remain accessible when needed, maintained for their authorized lifetime cycles before finally being deleted from storage when no longer required.

HR departments deal with numerous files, so keeping them organized is of vital importance. A document management system can organize files by type (such as personnel records, safety reports or training records). This makes it easier for employees to locate documents they require quickly while also helping prevent work duplication since documents will automatically end up where they belong.

As with physical media, digital records must also be regularly backed up to avoid degradation over time or loss in case of disaster. A schedule should be established for record retention purposes with storage locations clearly labeled with brief descriptions of content, software version information, date range of files stored therein, etc.

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