In general, compliance means conforming to a rule, such as a policy, a regulation, or a law. Regulatory Compliance describes the goal that public agencies aspire to achieve in their efforts to ensure that personnel are aware of and take steps to comply with relevant laws and regulations.
Human resources management must comply with all employment, and other relevant legislation applicable to the university. This includes federal, state and local laws that pertain to various areas of HR such as recruitment, benefits, compensation employee relations and training. Keeping up-to-date with legislation ensures that the organization remains compliant, avoids costly penalties and that employees are treated fairly and equitably.
Federal Laws
Federal laws cover the whole scope of employment, from the employee’s hiring up to termination. The U.S. Department of Labor administers major statutes and regulations affecting business and workers. The laws prescribe standards for wages and hours, safety and health, health benefits, retirement, leaves of absence, and workplace accommodations. They outline basic provisions and requirements, which employers or employees are covered, employee rights, record keeping, reporting and penalties for noncompliance. There are also specific laws that apply to the university as a federal contractor.
Texas State Laws
Human resources compliance involves complying with state laws governing different aspects of employment such as leaves of absence, identity theft and workers’ compensation.
Process of Compliance
HR compliance is a process of assuring both individual and group behaviors comply with the organization’s applicable laws and policies are followed. This requires knowledge about HR specific laws and the creation of policies and procedures in relation to these laws. Just writing policies and procedures and placing them in a repository is not enough. Once established, they must be effectively communicated throughout the organization.