Does Workplace Compliance Fall Under Employee Relations? by Jeffrey Joyner

Every year, small business owners are faced with an ever-increasing labyrinth of state and federal laws governing employee relations. In addition to ensuring that the company is in compliance with statutes on pay and overtime, businesses must also ensure that the workplace complies with safety standards, statutes regarding discrimination and the laws contained in the Americans with Disabilities Act. Although no law requires you to include workplace compliance under the employee relations umbrella, there are valid reasons to do so.

Ease of Access

Many of the compliance issues either overlap basic human resources duties or require access to confidential information contained in the employee's personnel records. The individual handling personnel issues is often the one in the best position to handle workplace compliance because they have access to the records needed. This also reduces the number of people who are authorized to view confidential data.

Accountability

Employee relations are not always positive. At times, it will be necessary to discipline those who violate workplace safety or conduct rules. Channeling all compliance issues to the person responsible for employee relations, such as your human resources manager, can help ensure a fair application of the rules and the penalties. Documenting instances of non-compliance is an important part of protecting your company from potential lawsuits in the future. The confidential nature of these issues is another reason to allow your employee relations manager to handle workplace compliance.

Safety and Training

One of the most significant compliance issues is in the area of workplace health and safety. The Occupational Safety and Health Act requires employers to record and report any work-related injuries or illnesses. Employers must provide proper protective gear and train employees in how to use the equipment. OSHA also requires you to communicate the risks of any hazardous materials in the workplace. Documentation proving that all OSHA regulations have been followed might help you avoid a fine or penalty if a worker is injured. Scheduling mandatory training sessions, ensuring posters and notices are properly displayed and maintaining all of the records needed to meet OSHA requirements is a natural extension of employee relations.

Discrimination

Workplace compliance also includes obeying the laws on discrimination and harassment. For example, employers can be held liable for harassment based on an employee's religion, regardless of whether the guilty party is a manger, co-worker or a vendor. Pay, promotions and benefits cannot be discriminatory. Training sessions to communicate your policies are often best handled by an expert in employee relations. This same individual can monitor payroll records to ensure that salaries are not discriminatory in fact or appearance.

References (3)

·       U.S. Department of Labor: Safety and Health Standards: Occupational Safety and Health

·       Corporate Compliance Insights: Avoiding Complacency in an Increasingly Changing Workplace Environment

·       EEOC Compliance Manual: Section 12 – Religious Discrimination

About the Author

Jeffrey Joyner has had numerous articles published on the Internet covering a wide range of topics. He studied electrical engineering after a tour of duty in the military, then became a freelance computer programmer for several years before settling on a career as a writer.