Business owners have a lot on their plate. They not only have to worry about their regular day-to-day operations, but they also have to make sure that they comply with all of the employment provisions in any given country. Compliance laws are crucial to make sure that your employment issues are null—following the law is, quite obviously, the law.

While it’s important for entrepreneurs to focus on their operations, regular attention must also be given to Human Resource law requirements to avoid finding yourself in court with a legal issue. In general, here are the most common mistakes business owners make when it comes to employment law.

  1. Not having proper worker training

To steer clear of workplace disputes and employment lawsuits, you need to make sure that you follow Human Resource requirements, and this usually involves training your workforce. To bulletproof yourself against employment lawsuits, you need to require all of your employees to go through obligatory training courses such as harassment prevention and anti-discrimination. Employees not only need to be trained with their actual work, but they also need training on how to log their hours correctly or how to use certain equipment and devices. They should have training on proper social media decorum, and on how to file requests and workplace complaints.

  1. Not updating the employee handbook

Your training materials should adapt with the changing times. Keep up-to-date with the latest on your local labor laws, as well as on the different issues that arise in the environment where you work in general. The employee handbook should include in careful detail all of the nuances of the company environment. It should also include HR policies, payment issues, workplace safety, and so on.

  1. Not taking employee complaints seriously

Workplace grievances are common, and if an employee files an official complaint, you should pay heed. You can avoid a great deal of unnecessary lawsuits in the workplace if you don’t ignore complaints to management. You should make sure that you have a safe and clear process on how employees can raise their issues so that everyone will know who to turn to when the need arises.

It also helps if you keep confidentiality of the complaints secure. Many employees may not want to escalate matters for fear of any adverse effects that the issue may bring. Make sure that you have a complaint process that can make the wronged employee feel safe about raising his or her concerns.

  1. Neglecting employee evaluation

Regular employee performance reviews are essential when it comes to boosting morale and improving employee performance. Make sure that you perform evaluations properly to avoid having employees sue you for wrongful termination or the like. By doing so, you also avoid the risk of a worker claiming that you unlawfully discriminated against them. It also helps to have HR audit reviews for supervisor compliance just to be on the safe side. If you’re unsure about a certain policy, remember that it’s always best to be safe than sorry.

CategoryCivil law

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