It’s the new year! Most people don’t love HR compliance (well, except us) because it’s complicated and ever-changing. Here’s a quick list to start the year strong from a HR rules and regulations perspective. While not an all inclusive list (but CPG can help with that) here’s a few things to check:

1. My company posts labor law posters (physically or electronically) for all to see for each state an employee lives in
2. You’ve sent out accurate W-2s out before 1/31 and 1095-C’s by March 31
3. All benefit notices including Summary Plan Descriptions and Summary Annual Reports have been distributed to eligible employees
4. I started a new OSHA log for this calendar year (but hold on to last years – many organizations are required to post it internally starting in February)
5. I’ve purged I-9s in accordance with federal guidelines
6. I’ve reviewed our company handbook for compliance changes required in my location or locations where my employees live
7. I’ve started collecting EEO-1 data (required for 100 employers or more, unless a federal contractor)
8. Published a payroll processing and payment calendar that incorporates holidays – and I’ve done a minimum wage audit for my state (which is particularly important for those of us in MI)
9. I’ve got documented processes for talent selection, promotion, leave of absence management, workplace injuries and separations
10. We’ve developed training including anti-harassment (now required in many states)
    Bonus: Oh, and don’t forget to double check the new IRS limits for HSAs, 401(k)s, and mileage reimbursement.

If acronyms like OSHA or SPD make your skin crawl, or you’re simply not sure where to start, give us a call. We’d love to help!