In a previous post, we discussed the potentially disastrous consequences of companies’ failing to adhere to the compliance requirements impacting their business by looking at several high-profile examples.
The word “compliance” makes many employees cringe. The term conjures up images of onerous and seemingly superfluous internal rules and regulations. But companies don’t implement compliance requirements for no reason.
As protests to end systemic racism spread across the United States and now the globe, many companies are being asked to not only say the words “Black Lives Matter” but also follow up on those words with meaningful action.
Around the world, governments and regulators have recognized the need to unburden businesses affected by the COVID-19 pandemic, relaxing certain rules and expectations in recognition of the unprecedented challenges businesses and their workforces now face.
In the early days of a company and throughout the life of small businesses, a single person or handful of employees might find themselves doing virtually everything, from production to marketing to accounting and compliance.
Nowadays, most companies conduct background checks as a condition of employment for prospective hires. Background checks aren’t just a necessary part of the hiring process—they also help companies reduce hiring risks by identifying individuals with a criminal history and verifying education and employment history.
Any L&D professional worth his or her salt will understand the benefits of proper assessments: They guarantee a level of competence among the workforce, and they also represent an investment in the human capital that makes the company run smoothly.
“Just do it—cut the cord already.” For a couple of years now, I’ve dismissed outright this notion, often proffered to me by younger family members, friends, or coworkers. I just couldn’t wrap my head around it. It just didn’t make sense. Where would I go to get my weekly fix of zombie-bashing, end-of-the-world surviving madness? […]
Effective employee training can make the difference between a mediocre or failed company and a stellar organization.
Among the many challenges a plan sponsor faces is keeping plan operations current with operational requirements. Some requirements are mandatory for all plans, and others are required as a result of discretionary changes made by an individual employer plan to take advantage of legislative and regulatory changes.