Managing Employment Laws and Issues— Identifying and addressing legal trends and employer-employee changes to determine impact to the organisation
We expect that anticipated changes to laws that expand employee rights will require the HR Department to respond to an increase in employee relations cases. HR has to be proactive in addressing employment issues by offering regular training and consultations with employees, supervisors, and managers and communication that is open and constructive. According to a recent survey conducted by CFO Research, more than 80 % of senior finance executives say monitoring employment-related tax, HR and payment rule changes has become more time-consuming over the past two years. The survey also reveals that 73 % surveyed expect increasing compliance complexity to consume additional resources over the next two years.
Equally most small and mid-sized businesses think that they are immune to employee lawsuits and litigation when in fact more than 70% of all litigation is targeted at small business. This is accentuated in downturns when employee claims rise 20% over the normal rate. Without the expertise to deal with the forever changing employment regulations you risk costly fines. Employment regulations that are in constant flux and employee litigation are risks that must be managed consciously and proactively.
The aim is:
- Conserve the human and financial resources of the company assets by controlling loss exposures. Serve as consultative liaison to identify risks and determine appropriate strategies to mitigate liabilities/losses to assets.
- Coordinate with employees, departments, vocational rehabilitation professionals, and medical providers to return disabled employees to suitable, gainful employment.
- Ensure fair and equitable handling of all claims through administrative, legal, and medical efforts.
- Work with departments and their safety committees to provide a healthy and safe working environment for all employees in compliance with regulations. Promote safety awareness and safe work habits among employees and respond timely to concerns, questions, or complaints about health and safety issues.