As human resources professionals, we see our fair share of compliance and legal issues. And there are plenty of people who want to pontificate that we’re not being strategic when we focus on compliance. Reality is, compliance and legal issues impact every aspect of business. It’s not just a human resources thing.
We can keep our “heads in the sand” where our obligations toward compliance are concerned. Sorry, couldn’t resist the pun. Our friends at Kronos understand this. Today’s Time Well Spent will make you smile.
Even issues like regulatory compliance involve a strategy. Our goal as human resources professionals is to be compliant within our corporate culture. That’s the challenge. To create strategy that’s both compliant and complementary isn’t an easy task.
How can we make that happen? Well, the first step is finding the right partners. Whether it’s your lawyer, consultant, freelancer or services provider, those individuals and organizations can help balance the need for compliance within the existing culture. Use them. Tap into their resources and expertise.
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Robert Smith says
Gazing across the landscape of my real desktop. Binders for payroll system upgrades that touches FLSA record keeping, OSHA 1910.178 Powered Industrial Truck, OSHA 101.134 Respiratory Protection, OSHA Workplace Violence, 5500s for benefit plans, IRS 1094 planning, BLS Multiple Worksite Report, & the Standing Desk Proposal-OSHA Ergonomics, and the working documentation for implementing an enterprise software solution to integrate ISO 9001 Quality, 1910 Safety inspections & investigations, and associated Education & Training Records. Oh, and add a side of EPC – Environmental Protection Compliance. My HRGeneralists gets to do all the core HR stuff.
Sharlyn Lauby says
Hi Robert! It’s amazing how many laws are related to our work. The goal is to figure out how to balance our compliance obligations with all of the non-compliance work. Thanks for sharing!