- It is vital that you know and understand various laws and regulations that apply to employment. As a manager you play a very important role in protecting the rights of your employees and mitigating risk for the organization. Over the years employment laws have gotten more and more complex at both state and federal levels. And they cover a wide range of employment related topics including wages and hours worked, safety and health standards, health benefits, retirement and nondiscrimination based on a range of identities such as race, sexual orientation, national origin and service in the military, and that's just a few.
You've probably heard of some of the laws like the Fair Labor Standards Act or the Family and Medical Leave Act, but what about the Employee Retirement Income Security Act? It governs employee benefit plans. Or did you know that whistleblower laws are actually administered by the Occuptaional Safety and Health Administration or OSHA and protects 17 different employment statuses? If you want to blow your mind, just take a stroll through the Department of Labor's website. Additional laws and regulations fall under the Equal Employment Opportunity Commission or EEOC.
For example, laws governing the prevention of sexual harassment mandate that employers must provide training and have a clear policy for processing complaints. And the Americans with Disabilities Act governs all kinds of employment issues from recruiting to hiring through training and movement through the organization. If you're feeling overwhelmed at this point, you're normal. It can all be very daunting. Luckily, you're not expected to know all of this on your own. You'll be helped by your colleagues in human resources. Depending on the size of your organization, this may be one person or it could be an entire department of professionals.
While often your HR team will be internal employees, companies also utilize contracted experts to support HR processes. Either way you want to pay attention to any information you receive from HR and also adhere to any requests they make as soon as you can. And thank them too, they actually work very hard to make sure your organization is not exposed to risks and that you're not exposed to lawsuits yourself. Throughout the year you'll get many different request from HR. This is because key legal cases continually affect what compliance means and how and when it should occur.
There are stipulations about how and when employees are notified and as the manager you play a role in that. Sometimes HR will send you information via email with an action for you to take that has a deadline. Sometimes you'll be required to attend mandatory training sessions and there'll be lots of stipulations around documentation, like how you submit payroll, or vacation requests and how you document employee performance issues. While these requests may feel like they detract from your busy work schedule, they're actually some of the most important work that you do, so please take it seriously.
Failure to respond or act on your part can not only put the organization in jeopardy of fines and lawsuits, it can also affect your career. As a manager you're responsible for making sure that you and your employees adhere to these various policies and procedures. So take the time to form a positive working relationship with your colleagues in HR and be the manager they know they can count on.
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- Choosing a management style
- Hiring employees
- Coaching employees
- Managing team performance
- Establishing trust
- Motivating and engaging others
- Delegating responsibilities
- Avoiding micromanagement
- Managing remote employees
- Knowing HR regulations<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.