Compliance is a topic that is here to stay. We’re highlighting general strategies that will serve you well, keep you a top employer, and help reduce risk. We’ll start with some common compliance challenges everyone faces, no matter your size or industry, and include helpful suggestions to consider.
Compliance Challenges: What to Do
Labor Laws and Minimum Wage Changes
Challenge: How do I keep up with (what feels like) ever-evolving labor laws and potential changes in the minimum wage, salary thresholds, and more?
Suggestions: Regularly monitor updates from the Washington State Department of Labor and Industries. Use online resources and attend relevant workshops to stay informed.
Workplace Safety and Health Compliance
Challenge: How do I know I’m ensuring compliance with safety regulations and addressing emerging health concerns?
Suggestions: Conduct regular safety training. Build it into your annual rhythm of business calendar, invest in workplace safety measures, and stay informed about industry-specific health guidelines. Create a committee to help manage the work and carve out time and budget to give employees passionate about this topic the time and power to continually evolve and keep the workplace safe for all.
Diversity, Equity, and Inclusion (DEI) Compliance
Challenge: How do I continually adapt to evolving DEI standards and keep momentum on promoting an inclusive workplace where everyone feels like they belong?
Suggestions: Find out what is most important to team members across your organization and set related goals. Get input and ideas about what kind of diversity training should be implemented, what solutions can be acted upon to meet the needs of your teams and diverse population, make sure your non-discrimination and anti-racist policies are up to date, and talk about ways you can operate and take micro and macro steps to continue to foster an inclusive culture. Review your people processes (recruiting, disciplinary action, performance review, career development and promotions, total pay, etc.) to ensure unconscious bias isn’t creeping in, and that people who are making decisions have strong awareness and take appropriate actions; address things as they come up and continue to review!
Timeless and Tested Strategies
Regular Training and Education
Budget, plan, and conduct regular training sessions for employees and managers to keep them informed about changes in laws, safety protocols, and diversity and inclusion best practices and what your organization is doing about these topics.
Transparent Communication
Make available multiple communication channels to keep employees informed about policy changes, compliance updates, and organizational expectations. Build language around competencies and accountability into various aspects of the employee lifecycle.
Technology Integration
Leverage affordable and easy-to-use technology solutions to streamline compliance processes, such as HR software for tracking hours, managing employee records, and ensuring accurate payroll. Fix any problems or mistakes as soon as you know about them.
Third-Party Audits
Consider having a regular, annual, or bi-annual third-party audit to identify and address potential compliance gaps. This can provide an unbiased assessment of your organization’s adherence to regulations and bring best-of-class solutions.
Employee Feedback Mechanisms: Invite employees to share anonymous feedback to make sure all voices are heard and there is a safe place to raise concerns related to compliance, safety, or workplace culture without fear of retaliation or any kind of adverse impact for doing so.
Flexibility and Inclusivity
Get creative with your flexible work practices and programs that accommodate an array of diverse needs for your employee population. Believe us when we tell you this is so critical in promoting inclusivity and aligning with evolving workplace expectations – giving people ways to be able to live and be empowered to be their whole self for family, and personal obligations and to do their best work for the organization and their team.
As always, it’s important to point out: Consult with legal professionals or HR experts and specialists to double check and ensure your compliance strategies align with the latest regulations in any state where you operate and have employees.
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