Labor Law Compliance
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. Based on WorkForce Software benchmarks, more than 75% of U.S. 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, the WorkForce Suite can manage compliance with virtually any labor regulation you face, and is backed by labor regulation experts who monitor for new and amended laws.
Here are some of the most common regulations that may apply to your organization and can be simplified through the WorkForce Suite:
- FLSA (Fair Labor Standards Act)
- FMLA (Family and Medical Leave Act)
- Section 508 of the Rehabilitation Act
- Affordable Care Act
- Sarbanes-Oxley Act of 2002
- California Labor Laws
- Ontario Employment Standards Act
- Quebec Act Respecting Labour Standards
WorkForce Software knows the many intricacies of these regulations, the common compliance oversights, and how deploying our WorkForce Suite can aid in compliance. If your organization is looking for expert guidance on these or other employment law questions, contact us for more information about how we can help 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)