ALIGN HR POLICIES WITH REGULATORY REQUIREMENTS
Challenge: Employers struggle to update the dozens of policies and documents to keep them in alignment with shifting regulatory changes and evolving business practices. In fact, conflicts between outdated policies and documents with regulations are a leading cause of wage and hour litigation.
Solution: At EG, we take the complexity out of policy and document management. Our experts craft, update, and maintain HR policies, forms, enrollment documents, and notices— to keep in alignment with the latest labor laws, from wage notices to arbitration agreements.
WAGE AND HOUR PROCESS DESIGN
Challenge: Compliant policies and updated documents won’t produce a compliant outcome unless well designed processes are created. Too often we task those with little experience in process design to build solutions and expect litigation risks to be minimized. Unfair and commonly ineffective.
Solution: Employer’s Guardian Designs Processes to Ensure Actions of Employees, Administrators, and Managers Align with Policies and Regulatory Requirements. As regulations evolve, processes are updated. Those with well-established processes are 60% less likely to encounter litigation
TRAINING WAGE AND HOUR PARTICIPANTS
Challenge: Solid policies and strong processes won’t produce compliant results if participants are not effectively trained. Employees, managers, payroll administrators, and HR all have responsibilities related to recording time worked, meal and rest periods, approvals, timesheet corrections, and more. Not training almost guarantees litigation risk, but it is so hard to create all the training courses, keep them up to date, and ensure everyone stays current with training.
Solution: EG’s proprietary Learning Management System manages training demands by position, for new employees, and annually. Courses are tailored to meet business needs and compliance demands. Trained employees are more efficient and less likely to file lawsuits.
PAYROLL SERVICE INVOLVEMENT
Challenge: Sadly, but understandably, most employers mistakenly believe that payroll services are partners in ensuring compliance. This misconception is fueling litigation. Effective wage and hour compliance requires active involvement from payroll services.
Solution: EG’s payroll services are amazing. Payroll and HR work in unison to keep policies, regulatory requirements, and payroll systems working in alignment to produce compliant outcomes. The industry-leading UKG payroll platform is configured to meet business needs and compliance demands.
WAGE AND HOUR EXPERTISE
Challenge: Too often, employers underestimate the technical demands required to build, deploy, maintain, and monitor an effective wage and hour program. This misconception strains many HR Generalists who work long hours trying to protect the company with mixed results. All that time could have been dedicated to improving hiring processes, reducing turnover, or other high-return endeavors.
Solution: EG’s wage and hour program is led by specialists with deep expertise in compliance, labor laws, and litigation prevention.
MONITORING KEY PERFORMANCE INDICATORS (KPIS)
Challenge: Employers know that attaining consistently great results only happens when processes are monitored, feedback is consistent, and adjustments are made timely. Even with so much risk being on the line, employers struggle to develop metrics that monitor the effectiveness of their wage and hour processes. Without monitoring, employers can feel like they are on a litigation treadmill.
Solution: With EG’s Wage and Hour Program, has multiple KPI measured through dashboards that monitor the health of your wage and hour program. These include meal and rest period compliance, working off the clock protections, and more. Reoccurring wage and hour audits measure the level of compliance being produced.