Your 2017 HR Checklist

by Jenna Reed on December 26, 2016

in Policies,Resources

Checklist

Although there is a lot of uncertainty about what 2017 has in store for employers, there are a few things you should have on your new year’s checklist:

  • Review FLSA classifications and job descriptions and adjust accordingly. Even though the new FLSA regulations are under a temporary injunction, it’s still a good idea to prepare for these changes. Especially since the Bureau of Labor and Industries and Department of Labor are focusing more time and effort on employee misclassifications.
  • Develop or review formal compensation plans and structure. With the pending FLSA regulations, new minimum wage system and a myriad of other state and federal laws, there is a lot of incentive to review your compensation programs and structure.
  • Review and update your handbook.
    • Family Leave (OFLA) policy (for benefit continuation)
    • Attendance and call-in policies (to meet Oregon Sick Leave compliance)
    • Paid Sick Leave policy (for Oregon Sick Leave compliance)
    • Drug and Alcohol policy (for drug and alcohol testing post accident/incident)
    • Safety policy (for incident and injury reporting and anti-retaliation clauses)
  • Start using the new I-9 form by January 22, 2017. You can use the old form until January 21, 2017, but you can begin using the new form before then if you choose.
  • Evaluate complex employment relationships (independent contractors, staffing agency employees, temporary employees). The gig economy is growing and employers are getting more creative with how they’re structuring employment relationships. However, there are lots of pitfalls lurking. Be sure you don’t fall into one of them.
  • Get written authorizations from employees to receive their paystubs electronically by January 1, 2017, when Oregon’s new paystub notification law takes effect.
  • Update employment posters. There were several changes to both the state and federal posting requirements so make sure your posters are compliant.
  • Schedule training company-wide on harassment, retaliation and discrimination. If you haven’t done this training recently, now is a great time to remind employees about your expectations for the workplace.
  • Schedule company-wide Respect in the Workplace training. 2016 brought a lot of requests for this training. It’s always a good idea to revisit the basic expectation of respect in the workplace.
  • Federal Contractors – schedule an affirmative action audit to ensure compliance. If you’re a federal contractor or subcontractor you’ve probably had trouble keeping up with all of the new rules and regulations. Make sure you haven’t missed anything that could get flagged if you’re audited by the OFCCP.

Whew! We’re happy to help you complete your checklist or answer any questions you may have. Here’s to 2017. I have a suspicion you’ll be hearing from us a lot this year.

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