Developing a strategic human resources (HR) compliance plan ensures that your business remains in compliance with federal, state, and local employment laws, such as anti-discrimination laws, workplace insurance laws, and workplace safety laws. It is necessary for employers to understand the role of human resources compliance in order to operate a successful business.

What is the role of HR compliance?

HR compliance essentially creates a system by which a business can monitor itself to ensure that it follows all state and federal mandates that regulate an employer’s or employee’s behavior or benefits. Every state, including Pennsylvania, requires that businesses follow certain protocols and avoid various behaviors. When those regulations are not adhered to, there can be consequences for the business. As a result, HR compliance plays the important role of monitoring employers’ and employees’ behavior, processes, and actions to ensure that those laws are being followed. It not only protects the business from being on the receiving end of fines or penalties but also helps protect employees and helps maintain a positive and safe work environment.

What are examples of HR policies and procedures?

HR policies and procedures companies should focus on three main components: (1) compliance with equal employment opportunity laws, (2) ensuring employees have adequate access to benefits and safety measures, and (3) identifying ways to take appropriate corrective action when the company strays from those objectives. Thus, companies should include the following policies in their compliance structure:

  • Anti-harassment policy. This policy should plainly state that harassing and belittling conduct will not be tolerated within the company. It should establish training for employees to learn about behaviors that constitute harassment or discrimination and outline a process by which harassing behavior is addressed and corrected.
  • Employee Safety policy. This is especially important for companies that deal with dangerous products or machinery but is still important for every company to have. This policy should outline safety measures when performing various job duties and provide training and assistance to ensure every employees’ safety. This policy should also implement a procedure to follow in the event an accident does occur, and an employee is hurt on the job.
  • Time Off and Benefits Policy. This policy should establish employees’ benefits, including time off, compensation, weekly schedules, vacation, emergency leave and health care benefits. Additionally, this policy should establish methods for employees to learn about their benefits and offer opportunities for employees to modify or change those benefits over time.
  • Diversity and Inclusion Policy. This policy should demonstrate that the company values individuals from all walks of life and promises that growth in the company will not be limited by factors such as a person’s age, race, religion or gender. This policy should promote equality and strive to include employees from various backgrounds.

What are examples of HR policies and procedures in educational institutions?

Educational institutions should include many of the same policies and procedures used in private companies. However, because educational institutions also deal with students on a daily basis, it’s important for those institutions to include policies that relate to student behavior and relationships. Thus, educational institutions may want to implement an anti-bullying policy that helps educate students about the harms of bullying, as well as providing victims with counseling. Educational institutions should also develop policies for student discipline, interactions between teachers and students, and expectations for helping students achieve in the classroom.

What is employment compliance?

Employment compliance relates to how employers relate to or interact with their employees. This includes actions such as hiring, firing, promoting, employees, as well as the various benefits employees receive, such as health benefits, insurance, time off, compensation, and safety assurances. There are dozens of laws that regulate the manner or scope of an employers’ role in each of these areas. For example, an employer cannot refuse to promote an individual merely because of the employee’s race, religion or gender. Similarly, an employer cannot arbitrarily refuse to provide employees with sick leave. Employer compliance is the process by which an employer ensures that it has met all of the legal requirements that the state implements to ensure that its relationship with its employees is satisfactory.

What are the different types of compliance?

Compliance entails a variety of elements. It can mean that a business offers its employees adequate benefits and equal opportunities. It can include providing reports detailing compliance with safety measures and codes. It can also be demonstrating that appropriate action was taken when discriminatory acts or harassment has occurred at the workplace. Ultimately, compliance boils down to ensuring employers adhere to Pennsylvania mandates.

How can MBM assist in the creation of your organization’s HR policies and procedures?

The attorneys of Maiello Brungo & Maiello’s Human Resources Compliance and Strategic Counseling group are well-versed in Pennsylvania’s requirements for employers. We can help you develop an HR compliance plan that will help keep both your employees and your business safe. We can also appraise businesses of changes in the law and help you adapt your HR plans accordingly. Contact us today to learn more at 412-242-440 or

John H. Prorok
John H. Prorok

John Prorok is a highly regarded Human Resources lawyer offering clients tailored solutions. He regularly advises employers on compliance issues regarding employment laws and regulations.