HR Compliance Updates

In the ever-evolving landscape of human resources, staying up-to-date with the latest compliance regulations is crucial to the success and well-being of your business. To ensure that you and your company remain in full compliance and avoid potential legal pitfalls, it is imperative to have a comprehensive understanding of the latest HR compliance updates. With the expertise of a skilled lawyer who specializes in this field, you can navigate through the complexities of employment laws and regulations with confidence. By incorporating these essential updates into your HR practices, you will not only protect your business from legal risks but also foster a positive and productive work environment for your employees. In this article, you will find a concise summary of the most important HR compliance updates, along with frequently asked questions and brief answers to address any concerns you may have. By taking proactive steps toward compliance, you can safeguard your business’s future and ensure its continued success. Contact our experienced attorney today for a consultation tailored to your unique needs and circumstances.

HR Compliance Updates

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HR Compliance Updates

In today’s ever-changing business landscape, it is imperative for organizations to stay up-to-date with the latest HR compliance updates to ensure legal compliance and mitigate potential risks. This comprehensive article aims to provide you with a detailed overview of the key areas of HR compliance that require attention and action. From Equal Employment Opportunity (EEO) to workplace safety and recordkeeping, each section will explore the latest updates and address commonly asked questions to guide you in navigating the complex landscape of HR compliance.

I. Equal Employment Opportunity (EEO)

A. EEO Policy Updates

Equal Employment Opportunity policies are designed to ensure that individuals are not discriminated against on the basis of their protected characteristics, such as race, color, religion, sex, national origin, age, disability, and genetic information.

Recent updates to EEO policies have emphasized the importance of inclusivity and diversity in the workplace. It is crucial for organizations to review and update their EEO policies to reflect these changes. This includes providing a clear anti-discrimination statement, establishing a complaint procedure, and implementing measures to prevent any form of discrimination or harassment.

B. Non-Discrimination Training

To promote a culture of inclusion and prevent workplace discrimination, many organizations now require employees to undergo non-discrimination training. This training aims to educate employees about their rights, responsibilities, and the consequences of discriminatory behavior. By providing comprehensive training, organizations can reduce the risk of discrimination claims and foster a respectful and inclusive work environment.

C. Sexual Harassment Prevention

Sexual harassment in the workplace is a serious issue that can have severe legal and reputational consequences for organizations. To address this, organizations should have robust sexual harassment prevention policies in place. These policies should clearly define what constitutes sexual harassment, provide reporting mechanisms, and establish procedures for investigation and resolution.

Frequently Asked Questions:

  1. What are the protected characteristics under EEO? Protected characteristics under EEO include race, color, religion, sex, national origin, age, disability, and genetic information.

  2. How often should non-discrimination training be conducted? Non-discrimination training should be conducted annually or whenever there are significant policy updates or changes in the law.

  3. What should I do if I witness or experience sexual harassment in the workplace? If you witness or experience sexual harassment, you should report it immediately to your supervisor or the designated individual responsible for handling such complaints.

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II. Employee Classification

A. Independent Contractor vs. Employee

Properly classifying workers as either independent contractors or employees is essential for HR compliance. Misclassifying workers can result in significant legal and financial consequences. It is crucial to understand the legal criteria for each classification to determine the proper employment status for workers.

Independent contractors have more control over their work and are responsible for paying their own taxes and benefits. On the other hand, employees are subject to tax withholding and are entitled to benefits and protections under labor laws. It is important to accurately classify workers to ensure compliance with wage and hour laws, tax requirements, and other legal obligations.

B. Gig Economy Workers

The rise of the gig economy has brought about new challenges in employee classification. Gig economy workers, such as those working for ride-hailing platforms or food delivery services, often fall into a gray area between independent contractors and employees. Legislation and court decisions have sought to clarify the classification of gig economy workers and ensure they receive appropriate protections and benefits.

It is essential for organizations to stay updated on the evolving laws and regulations surrounding gig economy workers to ensure compliance and avoid potential misclassification claims.

C. Misclassification Penalties

Misclassifying employees as independent contractors can result in severe penalties and liabilities for businesses. These penalties may include back pay, overtime compensation, unpaid taxes, fines, and legal fees. In addition to financial consequences, misclassification can also damage an organization’s reputation and lead to legal disputes.

Frequently Asked Questions:

  1. How can I determine if a worker is an independent contractor or employee? There are various factors to consider when determining whether a worker is an independent contractor or employee. These include the degree of control exercised over the worker, the nature of the work performed, and the worker’s economic dependence on the organization.

  2. Are gig economy workers considered independent contractors? The classification of gig economy workers varies depending on the jurisdiction and specific circumstances. Some jurisdictions have implemented legislation or court decisions that classify certain gig economy workers as employees, while others still consider them independent contractors.

  3. What are the consequences of misclassifying employees? Misclassifying employees can result in significant financial penalties, including back pay, unpaid taxes, fines, and legal fees. It can also lead to reputational damage and legal disputes.

III. Wage and Hour Law

A. Minimum Wage Updates

Complying with minimum wage requirements is crucial to avoid wage and hour violations. Minimum wage laws vary from state to state and are subject to frequent updates. It is important for organizations to stay informed about the minimum wage rates in their jurisdiction and ensure employees are paid accordingly.

Some states and localities have implemented gradual increases to the minimum wage, while others have established higher minimum wage rates for specific industries or categories of workers. By understanding and adhering to minimum wage requirements, organizations can maintain compliance and avoid potential legal disputes.

B. Overtime Exemptions

Under the Fair Labor Standards Act (FLSA), eligible employees are entitled to receive overtime pay for hours worked beyond 40 hours in a workweek. However, certain employees may be exempt from overtime requirements based on their job duties, salary level, and classification.

There have been updates to the criteria for overtime exemptions, including changes to the salary threshold for the executive, administrative, and professional exemptions. It is crucial for organizations to regularly review the overtime exemptions and ensure compliance with the FLSA to avoid costly litigation and penalties.

C. Pay Equity

Pay equity has become an increasingly important focus in HR compliance. Many states have enacted legislation aimed at addressing pay disparities based on gender or other protected characteristics. These laws prohibit wage discrimination and require employers to provide equal pay for equal work.

Organizations should conduct periodic pay equity audits to identify and rectify any unjustified pay disparities. By proactively addressing pay equity, organizations can maintain legal compliance, foster employee satisfaction, and uphold their reputation as fair and inclusive employers.

D. Prevailing Wage Laws

Prevailing wage laws apply to contractors and subcontractors engaged in government-funded construction and public works projects. These laws require employers to pay workers on such projects at rates comparable to those in the local labor market.

Compliance with prevailing wage laws can be complex, as different projects and jurisdictions may have unique requirements. Organizations involved in government contracts or public works projects must carefully navigate prevailing wage obligations to ensure compliance, avoid penalties, and maintain their eligibility for future contracts.

E. Timekeeping and Payroll Systems

Accurate timekeeping and payroll systems are essential for HR compliance. Proper recordkeeping helps organizations ensure accurate payment of wages, maintain compliance with wage and hour laws, and defend against potential wage claims.

Implementing electronic timekeeping systems and integrating them with payroll systems can streamline the process, minimize errors, and enhance efficiency. Organizations should regularly review and update their timekeeping and payroll systems to ensure they meet legal requirements and industry best practices.

Frequently Asked Questions:

  1. What is the current federal minimum wage? As of 2021, the federal minimum wage is $7.25 per hour. However, some states and localities have enacted higher minimum wage rates.

  2. Who is eligible for overtime pay? Eligibility for overtime pay is determined by the nature of the job duties performed, salary level, and classification. Generally, non-exempt employees are entitled to overtime pay, while exempt employees may be exempt from overtime requirements.

  3. How can organizations ensure pay equity? Organizations can ensure pay equity by conducting periodic pay equity audits, reviewing and adjusting compensation practices, and implementing transparent and non-discriminatory pay policies.

IV. Workplace Safety

A. Occupational Safety and Health Administration (OSHA) Regulations

Maintaining a safe and healthy work environment is not only a legal obligation but also crucial for the well-being of employees and the productivity of organizations. The Occupational Safety and Health Administration (OSHA) sets standards and regulations to ensure workplace safety across various industries.

Organizations must stay updated on OSHA regulations, regularly assess workplace hazards, and implement appropriate safety measures. This includes providing safety training, maintaining safety equipment, and establishing procedures for reporting and addressing workplace injuries and illnesses.

B. COVID-19 Safety Measures

The COVID-19 pandemic has brought new challenges to workplace safety. Organizations must develop and implement comprehensive safety measures to protect employees from the spread of the virus. This may include adopting remote work policies, implementing social distancing measures, providing personal protective equipment (PPE), and enhancing sanitation protocols.

Guidelines and recommendations from health authorities, such as the Centers for Disease Control and Prevention (CDC), should be closely followed to ensure compliance and safeguard the health and well-being of employees.

C. Workplace Violence Prevention

Workplace violence is a serious concern that organizations must address to maintain a safe work environment. Proactive measures should be taken to prevent workplace violence, including implementing policies and procedures, providing training on conflict resolution, and establishing reporting mechanisms for potential threats or incidents.

Organizations should conduct risk assessments to identify potential sources of workplace violence and develop strategies to mitigate these risks. By promoting a culture of respect and non-violence, organizations can create a safer and healthier workplace for their employees.

Frequently Asked Questions:

  1. What are employers’ responsibilities under OSHA regulations? Employers are responsible for providing a safe and healthy work environment, complying with OSHA standards and regulations, providing appropriate safety training, and maintaining accurate records of workplace injuries and illnesses.

  2. How can organizations protect employees from COVID-19? Organizations can protect employees from COVID-19 by following guidelines and recommendations from health authorities, implementing social distancing measures, providing PPE, enhancing sanitation protocols, and promoting remote work whenever possible.

  3. How can workplace violence be prevented? Workplace violence can be prevented by establishing and implementing policies and procedures, providing conflict resolution training, conducting risk assessments, and fostering a culture of respect and non-violence.

V. Employee Benefits

A. Health Insurance Compliance

Organizations that offer health insurance to their employees must ensure compliance with applicable laws and regulations, such as the Affordable Care Act (ACA) and the Health Insurance Portability and Accountability Act (HIPAA). Compliance includes providing the required coverage, maintaining privacy and security of health information, and meeting reporting obligations.

Staying updated on changes in health insurance regulations, communicating effectively with employees about their coverage options, and partnering with reputable insurance providers are essential steps in maintaining compliance and providing valuable employee benefits.

B. Retirement Plans (401(k), IRA, Pension)

Retirement plans, such as 401(k)s, IRAs, and pensions, provide employees with an opportunity to save for their future. Employers offering retirement plans must ensure compliance with the Employee Retirement Income Security Act (ERISA) and other applicable regulations.

Compliance includes providing employees with the opportunity to enroll in the retirement plan, offering appropriate investment options, managing plan expenses, and fulfilling reporting and disclosure obligations. Organizations should regularly review their retirement plans and work with qualified professionals to ensure compliance and maximize the benefits for their employees.

C. Affordable Care Act (ACA) Updates

The Affordable Care Act (ACA) introduced significant changes to the healthcare landscape in the United States. Employers must comply with various ACA provisions, including offering affordable health insurance coverage to eligible employees and reporting health coverage information to the IRS.

Staying updated on ACA updates and changes, understanding eligibility requirements, and ensuring accurate reporting are crucial for organizations to maintain compliance and avoid penalties.

D. Flexible Spending Accounts (FSA)

Flexible Spending Accounts (FSAs) allow employees to set aside pre-tax dollars for eligible healthcare and dependent care expenses. Employers offering FSAs must comply with regulations set forth by the Internal Revenue Service (IRS).

Proper administration of FSAs includes ensuring plan documents are in compliance, communicating with employees about FSA eligibility and contribution limits, and processing reimbursement claims in a timely manner. By following IRS guidelines and maintaining accurate records, organizations can provide valuable benefits to their employees while staying compliant.

E. Employee Wellness Programs

Employee wellness programs promote the well-being of employees and can contribute to increased productivity and reduced healthcare costs. However, organizations offering wellness programs must navigate legal requirements to maintain compliance.

Wellness programs must be voluntary, provide reasonable alternatives for employees unable to participate due to health-related factors, and comply with privacy regulations, such as HIPAA. Conducting regular assessments, measuring program effectiveness, and ensuring program accessibility for all employees are crucial elements of maintaining compliance and reaping the benefits of wellness initiatives.

Frequently Asked Questions:

  1. What are the reporting obligations under the ACA? The ACA requires employers to report health coverage information to the IRS annually using Form 1095-C. This includes information about the coverage offered to eligible employees and the coverage provided to individuals.

  2. What are the eligibility requirements for flexible spending accounts (FSAs)? Eligibility requirements for FSAs vary depending on the employer’s plan. Generally, employees who are eligible for the employer’s health insurance coverage may also be eligible for an FSA.

  3. How can employee wellness programs benefit organizations? Employee wellness programs can benefit organizations by improving employee well-being, increasing productivity, reducing healthcare costs, and fostering a positive work culture.

HR Compliance Updates

VI. Discrimination and Harassment

A. Age Discrimination

Age discrimination refers to treating individuals unfavorably based on their age, particularly in the context of employment. The Age Discrimination in Employment Act (ADEA) protects individuals aged 40 and older from age-based discrimination in hiring, promotion, termination, and other employment practices.

Organizations must ensure they have policies and practices that promote equal treatment regardless of age. Implementing age-sensitive recruitment and retention strategies and providing training to employees and managers can help prevent age discrimination and ensure compliance with the ADEA.

B. Gender and Sex Discrimination

Gender and sex discrimination involve treating individuals unfairly based on their gender identity, sex, or pregnancy status. Title VII of the Civil Rights Act prohibits gender and sex-based discrimination in all aspects of employment, including hiring, promotions, compensation, and termination.

Organizations must have policies in place that prevent gender and sex discrimination, including explicit protections for transgender individuals. Promoting a culture of inclusion, providing training on gender and sex discrimination, and establishing reporting mechanisms for complaints are crucial steps in maintaining a discrimination-free workplace.

C. Racial Discrimination

Racial discrimination occurs when individuals are treated unfairly based on their race, color, or ethnicity. Title VII of the Civil Rights Act prohibits racial discrimination in employment practices.

Organizations must establish policies and practices that prevent racial discrimination and provide equal opportunities for all employees. This includes conducting fair and unbiased hiring processes, addressing racial bias and harassment, and promoting diversity and inclusion.

D. Religious Discrimination

Religious discrimination involves treating individuals unfavorably based on their religious beliefs, practices, or observances. Title VII protects individuals from religious discrimination and requires employers to provide reasonable accommodations for religious practices, unless doing so would cause undue hardship.

Organizations must create a workplace environment that respects and accommodates employees’ religious beliefs. This includes reviewing and updating policies to ensure compliance with religious accommodation requirements, providing training on religious diversity and inclusion, and addressing any incidents of religious discrimination promptly and effectively.

E. National Origin Discrimination

National origin discrimination occurs when individuals are treated unfairly based on their birthplace, ancestry, culture, or linguistic characteristics. Title VII prohibits national origin discrimination in employment practices.

Organizations must ensure they have policies and practices in place that prevent national origin discrimination and promote inclusivity. This includes providing training on cultural sensitivity, addressing systemic barriers faced by individuals from different national origins, and fostering a diverse and inclusive work environment.

F. LGBTQ+ Rights and Discrimination

Discrimination against individuals based on their sexual orientation or gender identity is a growing area of concern. While federal protections for LGBTQ+ individuals in the workplace may vary, some states have enacted laws that explicitly prohibit discrimination on the basis of sexual orientation and gender identity.

Organizations should review their policies and practices to ensure they reflect inclusive and non-discriminatory treatment of LGBTQ+ individuals. Providing training on LGBTQ+ rights and inclusion, establishing supportive policies and benefits, and fostering an inclusive culture can help organizations maintain compliance and create a welcoming workplace for all.

G. Workplace Bullying

Workplace bullying refers to repeated mistreatment or abusive behavior directed at employees. While there is no federal law specifically addressing workplace bullying, it can negatively impact employee well-being, productivity, and overall work culture.

Organizations should establish policies that prohibit workplace bullying, provide training on recognizing and addressing bullying behaviors, and offer reporting mechanisms for employees to safely disclose incidents. By maintaining a zero-tolerance stance on bullying, organizations can foster a respectful and harmonious work environment.

Frequently Asked Questions:

  1. Can employers ask about an applicant’s age during the hiring process? Generally, employers should avoid asking about an applicant’s age during the hiring process, as it may raise concerns of age discrimination. However, there are exceptions in certain situations where age may be a bona fide occupational qualification.

  2. What are reasonable accommodations for religious practices? Reasonable accommodations for religious practices may include flexible scheduling, allowing time off for religious observances, providing space for prayer or religious practices, and accommodating dress or grooming requirements based on religious beliefs.

  3. How can organizations address workplace bullying? Organizations can address workplace bullying by establishing clear policies, providing training on recognizing and addressing bullying behaviors, offering reporting mechanisms, and taking prompt and appropriate action to address incidents.

VII. Family and Medical Leave Act (FMLA)

A. FMLA Eligibility and Leave Entitlement

The Family and Medical Leave Act (FMLA) provides eligible employees with job-protected leave for specific family and medical reasons. To be eligible for FMLA leave, employees must have worked for the organization for at least 12 months, have worked a certain number of hours, and work for an employer covered by the law.

FMLA leave can be taken for reasons such as the birth or adoption of a child, caring for a family member with a serious health condition, or the employee’s own serious health condition. Organizations must understand the requirements of the FMLA, including providing proper notice, maintaining employee rights during leave, and ensuring job restoration upon return.

B. Military Family Leave

The FMLA also provides leave for eligible employees with family members who are serving in the military. This includes qualifying exigency leave, which permits eligible employees to take time off for various reasons related to their family member’s military deployment or service.

Organizations must comply with the FMLA’s provisions regarding military family leave, including ensuring proper notice is given and providing job protection during the leave period. By understanding and adhering to these requirements, organizations can support their employees who have family members serving in the military.

C. Intermittent and Reduced Schedule FMLA

FMLA leave can be taken on an intermittent basis or as a reduced work schedule when medically necessary or for certain qualifying reasons. Intermittent leave allows eligible employees to take FMLA leave in separate blocks of time, rather than one continuous period.

Organizations must have policies and procedures in place to handle intermittent and reduced schedule FMLA leave requests. This includes tracking leave usage, communicating effectively with employees, and ensuring that employees’ rights are protected throughout the leave period.

Frequently Asked Questions:

  1. Who is eligible for FMLA leave? To be eligible for FMLA leave, employees must have worked for the organization for at least 12 months, have worked a certain number of hours, and work for an employer covered by the FMLA.

  2. What is qualifying exigency leave under the FMLA? Qualifying exigency leave under the FMLA allows eligible employees to take time off for reasons related to their family member’s military deployment or service, such as attending military events or making childcare arrangements.

  3. How does intermittent FMLA leave work? Intermittent FMLA leave allows eligible employees to take FMLA leave in separate blocks of time for certain qualifying reasons. This may include periodic medical treatment or intermittent care for a family member.

HR Compliance Updates

VIII. Americans with Disabilities Act (ADA)

A. Reasonable Accommodations

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified individuals with disabilities. Reasonable accommodations are modifications or adjustments that allow individuals with disabilities to perform essential job functions, unless doing so would impose undue hardship on the employer.

Organizations must engage in an interactive process with employees to determine appropriate accommodations, provide accessibility to the workplace, and ensure individuals with disabilities are not discriminated against in the hiring process or during employment. By adhering to ADA requirements, organizations can create an inclusive work environment that accommodates the needs of employees with disabilities.

B. ADA Compliance for Websites

As technology plays an increasingly central role in the workplace, organizations must ensure that their websites are accessible to individuals with disabilities. The ADA requires organizations to provide accessible digital content and platforms, such as websites and online applications, for people with disabilities.

To achieve ADA compliance for websites, organizations should consider implementing features such as alt-tags for images, keyboard navigation support, and text alternatives for multimedia content. Conducting regular accessibility audits and consulting with web accessibility professionals can help organizations maintain compliance and ensure equal access to information and opportunities for individuals with disabilities.

C. Disability Discrimination

Disability discrimination occurs when individuals are treated unfairly due to their disability, perceived disability, or association with someone who has a disability. The ADA prohibits disability discrimination in all aspects of employment, including hiring, promotions, terminations, and reasonable accommodations.

Organizations must have policies and procedures that prevent disability discrimination, provide reasonable accommodations, and promote the equal treatment of individuals with disabilities. Educating employees and managers about disability rights and implementing appropriate complaint procedures are essential steps in maintaining compliance and fostering an inclusive workplace.

Frequently Asked Questions:

  1. What is considered a reasonable accommodation under the ADA? Reasonable accommodations under the ADA may include modifications to workstations or equipment, flexible work schedules, job restructuring, or providing assistive devices. The specific accommodation depends on the individual’s needs and the nature of the job.

  2. How can organizations ensure ADA compliance for their websites? Organizations can ensure ADA compliance for their websites by implementing accessibility features, conducting regular accessibility audits, consulting with web accessibility professionals, and seeking user feedback.

  3. Can an employer ask about an applicant’s disability during the hiring process? Generally, employers should not ask about an applicant’s disability during the hiring process. However, there are exceptions when disability-related questions may be asked for specific job-related purposes, such as determining accommodations or verifying qualifications.

IX. Immigration Compliance

Immigration compliance is crucial for organizations that employ foreign nationals or sponsor employees for work visas. Compliance with immigration laws helps organizations avoid legal and financial penalties and ensures a legal workforce.

Organizations must understand the requirements and obligations imposed by immigration laws, including verifying employees’ identity and employment eligibility through Form I-9, complying with visa sponsorship obligations, and regularly reviewing and updating immigration policies and procedures.

Maintaining accurate and up-to-date records and seeking legal counsel when needed are essential steps for organizations to achieve and maintain immigration compliance.

Frequently Asked Questions:

  1. What is Form I-9 and when should it be completed? Form I-9 is used to verify the identity and employment eligibility of employees hired in the United States. It should be completed within three business days of an employee’s start date.

  2. How can organizations ensure compliance with immigration laws when sponsoring employees for work visas? Organizations should consult with immigration attorneys or professionals experienced in visa sponsorship to ensure compliance with the specific requirements of various work visa programs.

  3. What are the penalties for non-compliance with immigration laws? Penalties for non-compliance with immigration laws can include fines, debarment from government contracts, loss of immigration benefits, and criminal sanctions in severe cases. It is crucial for organizations to take immigration compliance seriously to avoid these consequences.

X. Recordkeeping and Documentation

A. Employee Personnel Files

Maintaining accurate and organized employee personnel files is essential for HR compliance. Personnel files contain important documents and information about employees, such as employment contracts, performance evaluations, disciplinary records, and benefit enrollment forms.

Organizations must establish clear policies and procedures for creating, organizing, and retaining personnel files, while also ensuring compliance with privacy and data protection laws. Regular reviews of personnel files and secure storage systems can help organizations easily access information when needed and protect employee privacy.

B. Wage and Hour Records

Complying with wage and hour laws requires organizations to maintain accurate records of employees’ hours worked, wages paid, and other relevant information. This includes records of overtime hours, pay rates, deductions, and payroll records.

Organizations should establish robust systems for tracking time and implementing payroll processes that comply with wage and hour laws. Conducting periodic audits of wage and hour records can help identify any discrepancies or potential violations and allow organizations to take corrective action.

C. Form I-9 and Immigration Documents

Form I-9 is a key document for verifying employees’ identity and employment eligibility. Organizations must ensure they are completing and retaining Form I-9 correctly and retaining it for the required period.

In addition to Form I-9, organizations should maintain accurate records of any immigration-related documents, such as work visas or employment authorization documents, to demonstrate compliance with immigration laws. Regular audits of immigration-related records can help organizations identify any issues or deficiencies and rectify them proactively.

D. Anti-Discrimination Policies and Training Documentation

Organizations must have policies and procedures in place to prevent discrimination and harassment in the workplace. These policies should be clearly communicated to employees and documented.

Furthermore, organizations should provide training on anti-discrimination and harassment prevention to employees at regular intervals and maintain documentation of the training sessions. This not only demonstrates a commitment to maintaining an inclusive and respectful work environment but also provides evidence of compliance in the event of a legal dispute.

Frequently Asked Questions:

  1. How long should employee personnel files be retained? The retention period for employee personnel files varies depending on specific legal requirements and industry best practices. Generally, personnel files should be retained for a minimum of three to seven years after an employee’s termination.

  2. What wage and hour records should organizations maintain? Organizations should maintain records of employees’ hours worked, wages paid, deductions, payroll records, and any other relevant information to comply with wage and hour laws. This includes records of overtime hours, pay rates, and supporting documentation for any wage-related decisions.

  3. How often should anti-discrimination and harassment training be conducted? Anti-discrimination and harassment training should be conducted on a regular basis, typically annually or biennially. Training should also be provided to new employees during onboarding.

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