HR Laws Compliance

HR Laws

HR Laws ComplianceViolating HR laws can lead to fines, closings and public-relations nightmares.

For HR professionals, making sure that the company stays legally compliant is one of the most important tasks. Any business that fails HR laws compliance will suffer serious consequences before long - large fines or even the shut-down of some or all the operations. Equally important,with the rampant use of social media in the united states, public relations nightmares quickly ensue when the public gets wind of violations. This holds true in particular for any form of discrimination in employment.

Most every aspects of the business enterprise is covered by federal laws. Furthermore, many states have related acts that often set even more stringent rules. Human resources plays the key role in compliance with such laws as:
  • OSHA (Occupational Safety and Health Act)
  • ADA (Americans with Disabilities Act)
  • FMLA (Family and Medical Leave Act)
  • FLSA (Fair Labor Standard Act)
  • NLRA (National Labor Relations Act)
  • WARN (Worker Adjustment and Retraining Notification Act)
  • ADEA (Age Discrimination in Employment Act)
  • NLRA (National Labor Relations Act)
  • Workers’ Compensation

Training About Human Resources Laws

The proper human resources laws training get busy HR manager on track quickly.

As an HR manager, you must have in-depth knowledge of any act by the Department of Labor in particular or the federal government in general and how it applies to your business. With the busy schedule in HR, particularly in smaller companies, you will greatly benefit from our clear, actionable and concise courses taught by proven industry leaders.

As labor law is so comprehensive, you may want to consider one of our membership options that will give you access to some or all of our proven human resources laws courses.


The Americans with Disabilities Act (ADA) prohibits discrimination and harassment against qualified employees and applicants with disabilities, plus requires "reasonable accommodations" under certain circumstances. Reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. Reasonable accommodation may include, but is not limited to making existing facilities used by employees readily accessible to, and usable by, persons with disabilities, or offering job restructuring, modifying work schedules, or reassignment to a vacant position. Get more information on ADA.
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Affirmative Action / EEO

Bringing diversity to your workplace is not just a legal obligation, but makes good business sense. With the advent of social media and wide internet usage, organizations can afford now less than ever to develop a reputation of being discriminatory against minorities. At a bare minimum, your organization needs an equal opportunity policy statement. However, to make sure your organization will be perceived as socially responsible and be in accordance with the law, you need to do more: a comprehensive situational analysis and planning of how you can overcome a less than diverse workforce. A well-established reporting system for discriminatory behavior is also an absolute must. Get more information on Affirmative Action / EEO.
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Disability / Leave Mgt.

Leave of Absence can take many forms. Some of these leaves are paid while others are unpaid. A solid and clearly spelled-out leave plan gives organizations the ability to guard against alleged discrimination while being able to give employees time off when necessary so that the overall performance of such leavers will be better in the long run. Furthermore, some leaves are mandated by legislation such as the Uniformed Services Employment and Reemployment Rights Act (USERRA). Almost one fourth of employees will suffer a disabling injury – oftentimes on the job. Because of this risk, employer-provided disability insurance makes good business sense. HR managers need to know who to prepare for absentees so that the workflow is not compromised. Get more information on Disability / Leave Mgt..
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The Federal Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons. Get more information on FMLA.
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Immigration / I-9 / E-Verify

Get the employment eligibility verification training for I-9 and e-verify compliance you need to land public contracts and avoid being left without the international employees you need. Get more information on Immigration / I-9 / E-Verify.
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