Articles By Sarah Thompson

California takes non-compete laws seriously, they already had some of the strictest non-compete laws in the country–employers can almost never execute non-compete agreements with employees, regardless of how narrowly they may be tailored. Employers are also expressly forbidden from including choice-of-law provisions in agreements that might allow them to enforce a non-compete in another state. It’s a hard thing to conceive but, recently, Governor Newsom signed two bills restricting non-compete use even further. 

Human resources (HR) compliance is important—but it can be tough to keep up with changes to laws on the local, state, and federal levels. However, companies who don’t adhere to all applicable employment laws could be exposed to significant legal risk. So, what are some of the evolving HR compliance issues your company may experience?

When you own a business, compliance with labor laws, regulations, and internal policies is no small feat. An HR compliance audit is a key tool. They can provide a systematic and thorough assessment of an organization's HR practices—but what are they? What should you include, and when should you conduct your own HR audits? This overview will help you understand what’s required of your company, and which tools can help you rise to the challenge.

HR compliance for small businesses can be challenging, especially for businesses hiring in multiple states. Companies who don’t meet local, state, and federal labor regulations are open to significant risk. On the other hand, you may not have the capital and staff to manage HR compliance on your own.

Hiring, working with, and separating from employees can be fraught with legal complications. If you’re hiring employees in the same or more than one state, HR compliance can become even more complex. Companies who fail to comply with state and federal employment laws expose their organizations to legal peril.

As an employer, you probably know that there are HR non-compliance penalties for failing to comply with local, state, and federal employment laws. When companies fail to meet these requirements, they can face significant consequences. Compliance with these HR regulations is important—not just to avoid financial penalties, but to maintain a positive work environment and reputation.

Human resources (HR) compliance may not be the most exciting topic for many business owners, but it is undeniably one of the most critical aspects of managing a successful organization. Compliance is all about adhering to federal, state, and local employment laws, regulations, and standards. It involves policies and practices that protect both employees and the business itself. So why is HR compliance so important?

Managing human resources (HR) compliance can be challenging, whether you’re a small business or a large corporation. HR compliance software, on the other hand, can dramatically simplify your HR processes and ensure that you remain in compliance. Rather than dedicating your or your legal team’s attention to HR-related issues, it automates and streamlines all necessary tasks.

A good employee handbook gives employees the information they need to succeed at the company—and can limit your liability against discrimination and related claims and explain your company’s policies and procedures.