Top 3 Takeaways from GovDocs’ April Compliance Roundtable

GovDocs client Arby’s hosted our Compliance Roundtable at its Atlanta headquarters April 3, 2018. Attendees discussed all areas of compliance, but three stood out the most.

Paid Leave

As a discussion topic, paid leave isn’t surprising, as companies of all industries and sizes find it extremely challenging to stay up to date and compliant with the ever-changing realm of paid leave. In 2017 alone, 150 state bills were introduced, and eight laws were enacted. And, at the local level, 18 bills were introduced, and one law enacted.

Companies are discovering a one-size-fits-all approach will not solve their problems, as very few of these laws contain the same provisions. So, even if you have a solid understanding of paid leave management, it’s likely you’ll have to apply varying paid leave requirements to different groups of employees in each location.

To learn more about paid leave, read our blog post, 3 Common Misconceptions About Paid Leave.

Predictive Scheduling

Already in 2018, there are 15-plus states, counties and cities with pending legislation surrounding predictive scheduling. New York City and Oregon joined the growing list of jurisdictions with scheduling laws in early 2018, setting an example for other large jurisdictions.

How are you handling predictive scheduling changes and updates? We have found companies are utilizing agency websites, blogs and news articles to stay up to date on the latest trends in predictive scheduling. To learn more about it, check out our blog and recent quiz.

Notices

As an HR professional, you may wonder, what is a notice? And what type of notice is best for my compliance strategy?

Often, labor laws require employers to only give their employees notice about the law. This means that a labor law poster is not required. However, the law does give employers a variety of ways to provide notice, such as posting the labor law poster on the wall. So, while employers may meet the notice requirement by posting, the posting is not required.

Refer to the details of the law for the specifics on how to provide notice to your employees, along with what types of notice are deemed sufficient.