Labor Law Compliance Resources
In today’s business environment, compliance with government regulations is an increasingly difficult task. The rules can be complex and contradictory, leaving many HR and payroll departments in a difficult position. For example, WorkForce Software has found that more than 75% of US organizations surveyed do not comply with key provisions of the Fair Labor Standards Act (FLSA) and the Family Medical Leave Act (FMLA) – and those regulations are just the tip of the labor compliance iceberg.
Many employers mistakenly believe they are in compliance simply because they have a workforce management system in place. However, many timekeeping and absence management software solutions only cover the most basic labor compliance functions. Further, the vendors providing those products typically expect you to understand what laws apply, placing the burden of compliance squarely on your shoulders.
In contrast, EmpCenter can manage compliance with virtually any labor regulation that you face, and is backed by labor regulation experts who monitor for new and amended laws. These capabilities – paired with EmpCenter’s ongoing SaaS updates – allow us to offer the industry’s first Compliance Guarantee.
The guides below describe some of the various regulations that may apply to your organization and explain how EmpCenter can help you meet these requirements.
Labor Law Summaries
- California Labor Laws
- California Paid Sick Leave
- Resident Duty Hours
- Sarbanes-Oxley (SOX)
- Minor Employee Work Restrictions
- Work Hour Limits – Transportation
- NRC 10 CFR Part 26
- Defense Contract Audit Agency (DCAA) Compliance
- Section 508 of the Rehabilitation Act
- Affordable Care Act
WorkForce Software knows the many intricacies of these regulations, the common compliance oversights, and how deploying EmpCenter can aid in compliance. If your organization is looking for expert guidance on these or other employment law questions, WorkForce Software offers compliance analysis services that can provide specific recommendations to reduce risks and streamline compliance activities across the board.
Note: The information in this website does not constitute legal advice. Employers should always confer with qualified counsel when dealing with employment-related issues. (Full Disclaimer)