{"id":15225,"date":"2023-06-01T14:00:09","date_gmt":"2023-06-01T14:00:09","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=15225"},"modified":"2023-06-01T14:00:09","modified_gmt":"2023-06-01T14:00:09","slug":"hr-compliance-checklist","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/hr-compliance-checklist\/","title":{"rendered":"The ultimate HR compliance checklist for every work style"},"content":{"rendered":"\n<p><span style=\"font-weight: 400;\">When it comes to organizational essentials, an human resources compliance checklist is your first port of call. An HR compliance checklist (sometimes called an HR compliance audit) prevents many serious threats to your business and your staff and helps guide you through every step of compliance with HR policies so your staff and reputation are protected at all times.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">To show you the essential aspects of the human resources compliance checklist, this article will cover this topic across the three stages of the employee lifecycle: interview, onboarding and onboarding, via the following topics:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">What is an HR compliance checklist?<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">What is the job of an HR compliance checklist?<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">The interview phase- before onboarding<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">The onboarding phase<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">After onboarding<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">First, let\u2019s look at a definition of the HR compliance checklist.&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><b>What is an HR compliance checklist?<\/b><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">An HR compliance checklist is the checklist guiding your workplace policies and procedures to ensure they are in alignment with required laws and regulations as well as taking a proactive stance in maintaining such compliance. HR compliance is also an effective way to ensure efficient digital adoption of new technologies as part of <\/span><a href=\"https:\/\/www.walkme.com\/blog\/digital-employee-experience-management\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">digital employee experience management<\/span><\/a><span style=\"font-weight: 400;\">.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Human Resources must adhere to compliance regulations in order to create policies and procedures that ensure all laws, rules, and regulations are followed while also keeping the company&#8217;s goals at the forefront.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><b>What is the job of an HR compliance checklist?<\/b><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"713\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/What-is-the-job-of-an-HR-compliance-Checklist_-1_3654e10c.jpg?w=1024&#038;h=713&#038;crop=1\" alt=\"What is the job of an HR compliance Checklist_\" class=\"wp-image-16339\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/What-is-the-job-of-an-HR-compliance-Checklist_-1_3654e10c.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/What-is-the-job-of-an-HR-compliance-Checklist_-1_3654e10c.jpg?resize=300,209 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/What-is-the-job-of-an-HR-compliance-Checklist_-1_3654e10c.jpg?resize=1024,713 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><span style=\"font-weight: 400;\"><\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.osha.gov\/penalties\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Occupational Safety and Health Administration<\/span><\/a><span style=\"font-weight: 400;\"> set <\/span><b>fines for willful and repeat violations at $156,259 per violation in 2022<\/b><span style=\"font-weight: 400;\">. It is therefore helpful to know exactly what the job is of the HR compliance checklist so every department can be aware of the laws they must comply with to avoid these fines.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">When your organization uses an HR compliance checklist, they are protecting both your organization and staff.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Protect your staff&nbsp;<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">There are many ways an HR compliance checklist protects your staff by adhering to every federal law, such as:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Union compliance<\/b><span style=\"font-weight: 400;\"> is protection offered by unions and seeks to ensure human rights are upheld by organizations.&nbsp;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">To ensure that the company implements <\/span><b>best practices<\/b><span style=\"font-weight: 400;\"> for its policies to protect staff by outlining acceptable behaviors.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">To help create <\/span><b>manuals for hiring and retaining employees fairly<\/b><span style=\"font-weight: 400;\">, presenting an accessible route of entry into your organization and supporting training and promotion.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Comply with <\/span><b>data protection<\/b><span style=\"font-weight: 400;\"> laws to protect staff\u2019s private or personal documents.&nbsp;<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Protect your organization<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">HR compliance checklists protect your organization in the following ways:&nbsp;<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Statutory compliance: <\/b><span style=\"font-weight: 400;\">This compliance mandates the adherence to employment and work regulations as established by governmental laws.<\/span><\/li>\n\n\n\n<li><b>Regulatory compliance: <\/b><span style=\"font-weight: 400;\">Sometimes regulatory compliance and statutory compliance are the same. But usually, your company has to follow special rules that a specific group created.<\/span><\/li>\n\n\n\n<li><b>Contractual compliance<\/b><span style=\"font-weight: 400;\">: the compliance upheld in a contract, usually between an employee and an organization.&nbsp;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">To optimize the business&#8217;s <\/span><b>reputation<\/b><span style=\"font-weight: 400;\"> at all times.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">To maintain high business <\/span><b>performance.<\/b><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">To ensure you organization complies with employment <\/span><b>regulations.<\/b><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">Once you have understood the job of an HR compliance checklist for your organization and staff, the next step is to follow the checklist to ensure HR compliance throughout every step of the employee life cycle.&nbsp;<\/span><\/p>\n\n\n\n<p><b>The interview phase &#8211; before onboarding<\/b><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The interview phase is important to the HR process because it is where the values of the company are first demonstrated to new hires or potential candidates, as they first enter the building or speak on the phone or across webcam to interact with staff. The first part of this phase to consider covers telephone interviewing procedures.<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Consider compliance wth Americans with Disabilities Act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Consder compliance with Employment and Housing Act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Offer questions to candidate in advance.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Be open to various reasons for leaving last job.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Telephone interviewing<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Try to make all adjustments for the potential candidate to make it easy for them to attend the interview. Be flexible around times candidates are available and make any necessary adjustments around accessibility issues, for example if the candidate is neurodivergent they may require the interviewer to ask more direct questions.&nbsp;<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Be flexible around time for interview.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Ensure learning needs (neurodivergence, partial hearing) are met by asking about any necessary adjustments beforehand.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Frontal interview \/ Zoom interview (WFH\/Hybrid)<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Despite the fact that Zoom interviews are not in person, they can still be just as intimidating for many candidates. As a result, it is necessary to ensure compliance with <\/span><a href=\"https:\/\/www.walkme.com\/blog\/remote-interviewing-and-onboarding\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">remote interviewing and onboarding<\/span><\/a><span style=\"font-weight: 400;\"> and face-to-face interviews.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Interview questions<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Make questions relevant to the organization.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Include open-ended questions.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Questions must be applicable to the role.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Communicate clearly.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Ensure unbiased treatment of all candidates.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><b>The Onboarding phase<\/b><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"879\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/The-Onboarding-phase_-1_53654e11.jpg?w=1024&#038;h=879&#038;crop=1\" alt=\"The Onboarding phase_\" class=\"wp-image-16340\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/The-Onboarding-phase_-1_53654e11.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/The-Onboarding-phase_-1_53654e11.jpg?resize=300,258 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/The-Onboarding-phase_-1_53654e11.jpg?resize=1024,879 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.walkme.com\/glossary\/employee-onboarding\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">employee onboarding<\/span><\/a><span style=\"font-weight: 400;\"> process includes the following steps:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Hiring procedures.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Onboarding documents to have on file.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Safety Section.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Employee Handbook.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Social Networking.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Sexual Harassment, Bullying, and Drugs.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Working Time.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Ensure compliance with relevant onboarding laws.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Hiring Procedures<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Review offer letters.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Review contracts.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Orient new-hires.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Onboarding documents to have on file:<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Have the following templates on file to make it easy to adjust hand them to new hires:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Employment offer letter.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Employemnt contract.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Emergency contact info.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Employee handbook.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Organizational chart.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Payroll and benefits.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Safety Section<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Occupational Safety and Health Acts standards in place and followed.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Hazard communications.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Requirement to tour workplace for safety.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Emergency response plans.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Policies and procedures<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Review personnel handbook.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Review company policy and procedures.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Family and medical leave.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Health benefits.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Pregnancy disabilities benefits and leave.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Other health related benefits.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Consolidated Omnibus Budiget Reconcilliation Act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Drug and alcohol-free workplace specifications.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Rehabilitation services.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Equal pay.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Ergonomics in the workplace.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Employee Handbook<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Equal opportunity policy.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Dress code.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Cell phone usage.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Internet usage.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Workplace relationships.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Relevant posters in place around the workplace.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Social Networking<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Reasonable usage or prohibited usage during office hours.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Employee posts are safeguarded.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">National Labor Law Relations Board recommends censorship.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Discouragement of management abusing social media to check on employees.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Sexual Harassment, Bullying, and Drugs<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Annual sexual harassment training for all employees.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Hard stance against bullying in all forms.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Employees are able to anonymously report colleagues.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Drug-free workplace program.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Working Time<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Must pay or meal time, travel time, overtime, remote work and other times performing work duties.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Review policy for tracking time.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Classificiation of employees on exemption statuses.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><\/h3>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"1024\" width=\"928\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/Federal-laws-to-be-aware-of_-1_654e117d.jpg?w=928&#038;h=1024&#038;crop=1\" alt=\"Federal laws to be aware of_\" class=\"wp-image-16341\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/Federal-laws-to-be-aware-of_-1_654e117d.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/Federal-laws-to-be-aware-of_-1_654e117d.jpg?resize=272,300 272w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/Federal-laws-to-be-aware-of_-1_654e117d.jpg?resize=928,1024 928w\" sizes=\"auto, (max-width: 928px) 100vw, 928px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Federal laws to be aware of:<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Child labor laws.<\/span><\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Fair Labor Standards Act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Employee benefits.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Minimum wage.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Equal pay act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Disabilities act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Occupational safety and health.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Employment act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Affordable care act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Unemployment benefits.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">National labor relations act.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Civil rights act.<\/span><\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><b>Hybrid and WFH Laws<\/b><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Health &amp; safety protocols depend on your state. Include measures for remote workers if they plan to come to the office. For instance, touchless room check-in as a safety protocol against the spread of the virus.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">The expenses you consider to be reimbursements and the employees eligible for these payments.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Employee code of conduct whether they work from home or in the office.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Any stipend you plan to offer and indicate that they are equally shared among in-office and remote workers.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Desk sharing and etiquette rules for systems like hot desking.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><b>After onboarding<\/b><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"545\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/After-onboarding_9654e119.jpg?w=1024&#038;h=545&#038;crop=1\" alt=\"After onboarding\" class=\"wp-image-16342\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/After-onboarding_9654e119.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/After-onboarding_9654e119.jpg?resize=300,160 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/11\/After-onboarding_9654e119.jpg?resize=1024,545 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><span style=\"font-weight: 400;\"><\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">HR compliance continues after onboarding. Organizations must ensure they comply with laws relating to employee development such as growth milestones, performance reviews and offboarding.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Growth Milestones<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">As you expand your team, various regulations and laws come into play. Let&#8217;s explore the most critical ones together.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">To begin with, the majority of FLSA regulations apply to all employers. The Wage and Hour Division from the US Department of Labor provides a comprehensive overview here: <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/employers\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Wage and Hour Division, US Department of Labor<\/span><\/a><span style=\"font-weight: 400;\">. As an initial step for example, you must offer equal pay opportunities for both male and female employees\u2013regardless how many people are on your payroll.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Furthermore, if your business consists of 15-19 employees, you are subject to the law that forbids discrimination based on a variety of factors like race, color, religion and sex (including pregnancy status or gender identity). The American with Disabilities Act also applies to employers within this range.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Performance reviews<\/b><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Regularly conduct performance reviews for all staff members to ensure consistent success.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Let all employees know exactly what they need to do in their job and how they will be judged on how well they do.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Establish methods to evaluate performance based on the tasks and standards outlined in each employee&#8217;s job description.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Make it a priority to review and fine-tune job descriptions on an annual basis for optimal effectiveness.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Accurately and precisely document performance records in order to effectively support personnel decisions.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Ensure that performance reviews are conducted based on particular job-related expectations.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Always provide truthful, accurate and comprehensive notes.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Measure performance in terms of job roles and objectives.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Continuously provide meaningful feedback to ensure improvement.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Guarantee that the performance assessment system is uniform across all employees.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><b>Offboarding<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Although offboarding may seem like the lowest priority, as an employee will no longer be part of the organization, there are many good reasons to conduct a robust offboarding process.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The main three reasons are that the remaining employees perception of their organization is impacted by how departing employees are treated. Secondly, the departing employee may return if treated well at their previous organization and thirdly, equipment needs to be returned.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Therefore, it\u2019s essential to follow the offboarding checklist, including these items:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Thank the departing employee.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Communicate the departure.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Perform a knowledge transfer.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Acquire company assets.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Update systems access.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Hold an exit interview.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Review organizational records<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Inform payroll.<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Stay in touch.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><b>Invest in a DAP to improve your HR compliance<\/b><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Organizations focus too often on how HR compliance checklists can protect their organization, but any organization is made up of individuals, so it\u2019s essential to remember that there are two reasons to implement compliance. One is to protect your organization and the second is to protect your staff, who, if trained properly will be motivated to protect their organization.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">One of the best ways to implement HR compliance training is via our&nbsp;<\/span><a href=\"https:\/\/www.walkme.com\/glossary\/digital-adoption-platform\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">DAP<\/span><\/a><span style=\"font-weight: 400;\"> which utilizes in-app guidance and can incorporate legal frameworks to allow HR to onboard new staff efficiently and within guidelines.&nbsp;<\/span><\/p>\n\n\n<a href=\"javascript:;\" class=\"popup-threefields m-element-hidden j-initiator j-paid_post_feature\" id=\"imgpng\" form-type-id=\"imgpng\"><img decoding=\"async\" class=\"initiator-image\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/04\/Powering-HR-impact-min_24643bf2.png\"\/><\/a>\n","protected":false},"excerpt":{"rendered":"When it comes to organizational essentials, an human resources compliance checklist is your first port of call. An HR compliance<span class=\"moretag\">&#8230;<\/span>","protected":false},"author":246,"featured_media":15226,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"mobile_image_id":0,"tablet_image_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[658],"tags":[437,570,120,7539,640],"class_list":["post-15225","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr","tag-dap","tag-digital-employee-experience","tag-employee-onboarding","tag-hr-compliance","tag-remote-onboarding"],"acf":{"__coauthors":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The ultimate HR compliance checklist for every work style<\/title>\n<meta name=\"description\" content=\"Don\u2019t let compliance get in the way of finding your perfect candidate. 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