Namely Blog

As a human resources professional, you’re quite familiar with compliance regulations and practices. But it takes a village to maintain compliance—which is why your managers should be able to answer basic HR compliance questions, too. After all, failure to grasp key compliance issues leads to fines, lawsuits, and headaches for employers. Last year, the Department of Labor’s Wage and Hour Division (WHD) collected $27 million from employers—and that’s just one aspect of federal compliance.

HR When was the last time you checked your workplace poster requirements? If it’s been a while, now’s the time to ensure that you’re in compliance for 2024. After all, Federal safety poster requirements are updated periodically; in fact, several were updated in 2023. Failure to display the right workplace posters in the right manner can trigger fines and penalties—and sends a poor message to your workforce, too. But don’t worry, busy HR pro: we got you.

For many HR professionals, maintaining labor compliance is a never-ending game of whack-a-mole. The target is always moving—and you never quite know where the next hot compliance issue will pop up. That said, four specific compliance challenges are poised to surface this year. Two are at the federal level; two are gaining momentum in numerous state and local jurisdictions. When it comes to managing your compliance risk in 2024, these are the ones to watch.

null In the intricate world of employment regulations, the Family and Medical Leave Act (FMLA) is a pivotal legal pillar in the workplace that grants eligible individuals the right to take unpaid, job-protected leave for specific family and medical reasons. However, U.S. businesses operating across multiple states makes applying FMLA unique to individual scenarios. Each state contributes its own nuances, regulations, and provisions to the broader federal framework.

Over the last two decades, technology has revolutionized HR. Virtual onboarding, online enrollment, automated payroll processing…most HR tasks can now be managed electronically, and the list keeps growing. But as technology advances, so does the need for increased regulation, as evidenced by emerging compliance trends. Innovative technologies like cloud computing and AI offer endless possibilities, but also great risk and potential misuse.

As an HR professional, performance management strategies are your stock in trade. Every day, you’re working to ensure that company employees are engaged in their work…fulfilling their responsibilities…and doing their part to drive the business forward. But sometimes, that last point gets lost in the daily grind, although it’s really at the core of strategic HR planning. And that’s why aligning performance management with business goals should be one of every HR team’s key objectives this year.

If your company has yet to develop a formal talent acquisition strategy, now’s the time to do so. For one thing, an effective hiring strategy will make it easier for you to attract top-tier candidates—and that’s never been more important. For another, it will ensure that your recruitment process supports your company’s business objectives, allowing HR to contribute more directly to your organization’s growth and success. What is a Talent Acquisition Strategy?

The new version of the I-9 Form, introduced by the U.S. Citizenship and Immigration Services (USCIS) in August 2023, became mandatory as of November 1. Employers across the U.S. must now adopt the 2023 form for verifying their employees' identities and employment authorizations. Using earlier versions of the I-9 Form is no longer allowed and may result in significant penalties.

Reflecting on the musical highlights of the year through Spotify Wrapped was a blast for the Namely team. For the second consecutive year, we've curated a playlist of our top HR blog posts, webinars, and library resources from 2023. To close out Namely's 2023 Wrapped series, these were our most popular webinars this past year: 1. Bridging the HR and IT Gap: Onboarding, Technology and Intentionality Recruiting the right people for the right positions is challenge number one.

If you’re not already tracking your talent acquisition metrics and analytics, now is a great time to start. After all, if you’re one of the many employers planning to accelerate hiring in 2024, you need every edge, especially since finding the right candidate fit remains an ongoing challenge. Monitoring your recruitment metrics will allow you to continually improve your hiring process—and, in turn, make more brilliant hires.