Running a company that supports HR compliance in all aspects will make your life easier in the long run. Here’s some advice on easy steps you can take:

Ensure equal treatment of similarly situated individuals

It’s a good idea to take a hard look at your demographics and hiring trends so you’re aware of and can correct biases that could get you in Title VII trouble.

Update your manual

Have you got an obsolete employee manual? Make sure your manual reflects your current philosophy as a company to include your commitments to protect employees against violations of their Title IV rights.

Invest in HR professionals who know what they’re doing

HR specialists are people specialists. In those instances where you do have a situation arise, you want someone available to handle it with a cool head, plenty of respect, and an understanding of human behavior.

You don’t want amateurs handling problem employees or hiring them. An HR professional will know how to impose discipline in a professional, impartial manner.

Be Careful About Salary Discussions

Regarding compensation disclosure compliance, Sandy Ball, Chief Human Resources Officer for Aspida, says, “One way to navigate this is to provide a salary range for a position and ask if that range would be acceptable. The candidate at that time would either say yes or no. Sometimes the candidate will even volunteer their current compensation package, and it is okay to use that knowledge if it is volunteered.”

She adds that employers will also need to remove salary history from online applications and requests because it cannot be asked on an application.

Document, Document, Document

The importance of documentation in hiring processes and disciplinary action cannot be overemphasized. Keep good records of your company’s adherence to protocol!