What should hr know

They can be found on the Department of Labor website and are important for all HR staff to understand. Health benefits are a great thing to offer employees—they allow you to recruit and retain employees. However, there are certain rules you must follow to be compliant in your health benefit offerings. Interested in recruiting and retaining top talent? See 11 Strategies for employee retention on a small business budget. This post was originally published December 22, It was last updated October 12, Topics: Human Resources.

Are employers required to provide healthcare? Have a vision. Be a strategic thinker. Become a great communicator. Practice aloud, and then stand up at every employee gathering and report on the good stuff your HR team is doing. Use your skills to help others communicate more effectively in meetings, at company and community events, and in new-hire orientations. Start or attend Toastmasters meetings; a little bit of this kind of training goes a long way in making you a commanding speaker.

Become tech-savvy. Be flexible. Understand the numbers. Be a full partner. Collaboration is the best way to get HR ideas and practices accepted and implemented in your organization. Spend time working in every department, conduct focus groups, run trial programs to assess acceptance and usability of your ideas, and start an advisory group to provide input to your planning process.

Appoint department training managers, line supervisors who take on the responsibility of determining what training is needed in their areas, as well as when and how training should be presented, and monitor attendance and post-training performance and behaviors.

Get out of your office. In addition: Employees will appreciate your presence and managers will get more comfortable with your ideas. This gives HR a chance to handle issues before they become major problems. Create an open-door policy that allows employees to appeal adverse decisions, which allows them to ask questions, get answers and develop trust in the organization. Take risks. Inspire others. Arte Nathan served as chief human resources officer for Golden Nugget and its successor companies, Mirage Resorts and Wynn.

Organization and Employee Development. You have successfully saved this page as a bookmark. OK My Bookmarks. Please confirm that you want to proceed with deleting bookmark. Delete Cancel. You have successfully removed bookmark. Delete canceled. Please log in as a SHRM member before saving bookmarks.

OK Proceed. Your session has expired. Please log in as a SHRM member. Human resources HR professionals are responsible for strategically managing employees within an organization while remaining compliant with laws that govern employee rights and employer obligations. If an organization violates these complex and ever-changing regulations, it exposes itself to risk, including lawsuits, financial losses, and reputation damage.

Since non-compliance can result in such serious consequences, there is a strong demand for industry workers who possess knowledge of HR laws and common legal issues in the workplace. Learn more about earning an advanced degree in Human Resources Management. HR roles are not one size fits all. Some HR managers are solely responsible for staffing, others concentrate on employee development, some deal strictly with compensation and benefits, and others—the generalists—do it all.

The law touches every profession that falls under the HR umbrella in some way. These professionals are tasked with frequent on-the-spot decisions that can have severe legal consequences, so knowledge of common HR-related laws gives these industry workers the confidence to make these decisions or know when to contact outside counsel.

With working knowledge of current laws and their real-world applications, they help companies remain compliant and avoid unnecessary claims while also protecting the rights of valued employees.

Hyde says there are several major legal areas that all HR professionals should be familiar with in order to most effectively serve their employees and employer. They are:. HR professionals should be familiar with the individual laws that safeguard these protected classes of individuals such as:. Hyde says claims of discrimination can be brought even before a company brings someone in to interview, based on how job descriptions are crafted.

Hyde says there is also immense pressure on organizations to provide improved harassment training. Informed HR professionals can better prevent harassment, protecting both the employees and company. These laws, protecting the wages and hours of employees, are regulated by the U.