When GovDocs began its humble journey in 1999 to help large U.S. employers manage their enterprise-wide employment law posting programs, it was a straightforward process – for both GovDocs research staff and our clients’ HR compliance managers.
We monitored changes to required employment law postings for federal and 50 states and made sure they were displayed in each location before the effective date. This entailed occasionally scanning online news headlines for any announcements on law changes (if you were really savvy, you used Google Alerts), making a few phone calls to government agencies for verification, updating a four-column Excel spreadsheet and then implementing the policy change throughout the company.
Easy enough. Even the laws on the postings were straightforward. Need to be certain of a minimum wage rate for a particular location? No problem. Simply calculate it in your head using either the federal or state rate, whichever is highest.
Boy, were those the “monitor and apply the law” good old days.
Now, almost 20 years later, tracking, analyzing and applying employment law compliance across a large enterprise in a specific industry, with multiple locations, in multiple states, with a varied employee base is beginning to reach a level beyond human capacity.
If you’re in HR compliance, compensation, payroll, human capital management, legal, labor planning, store operations, employee benefits or other functional areas responsible for managing employment law compliance, your brain is unfairly tasked with following a very complicated web of variables.
Let’s look at minimum wage again to illustrate this ever-growing complexity: