Federal, state, and local employment laws are complex, often conflicting, and at times, counter-intuitive.
Violations, unintentional as they may be, lead to fines, lawsuits, bad publicity, loss of talent, employee dissatisfaction, and lost business. Mitigating those risks is a key measure of success for the Human Resources function and is critical to the success of the organization as a whole.
Identifying compliance issues and mitigating risk
An important role of Human Resources is to safeguard the company with policies and procedures that ensure legal compliance in HR with federal, state, and local guidelines. Clients retain Catalyst to help them identify and address a variety of potential HR compliance issues before they result in problems.
Two of the most common HR compliance audit requests we receive are for Fair Labor Standards Act (FLSA) audits to ensure compliance with the U.S. Department of Labor’s wage and hour requirements and I-9 audits to ensure compliance with federal requirement to verify the identity and legal authorization to work of all paid employees in the United States.
When conducting an HR compliance audit, Catalyst reviews documentation and assesses current processes to identify potential gaps of areas of exposure. We then provide guidance to help the client prioritize and implement corrective action. With our support, clients demonstrate their commitment to legal compliance in HR and proactively reduce the potential risk and exposure from compliance related issues.