HR departments vary in size, but all perform many vital functions. They may focus on hiring new employees, designing workplace policies, and ensuring legal compliance.
They also oversee non-wage compensation that supplements an employee’s salary. It might include retirement funds, private medical insurance, or profit-sharing. In this way, they help the company stay competitive in the market for talent.
Communicate with Employees
HR professionals know that they must keep up with laws and regulations in the states where their employees live and work and within their industry. It’s a large part of their job to stay on top of these issues and ensure that the company complies or is at risk of fines.
Keeping employee records is another significant aspect of HR duties. Maintaining these records is essential to meet compliance requirements and ensure that the company can accurately track employee time and attendance for pay purposes and benefits administration. HR also helps ensure the company complies with state and federal labor laws by screening job applications, checking professional references, and representing the company during new employee hiring negotiations.
One of HR’s biggest challenges is supporting employees through difficult times. It could include mental illness, health issues, debt, divorce, childbirth, and any other life event affecting an employee’s performance. HR can help support employees through these situations by offering resources and advice.
Additionally, HR must adequately communicate with staff members to ensure they know the company’s disciplinary procedures. It can include verbally communicating with employees about disciplinary action and outlining the consequences of not following company policy. It’s also helpful for HR to set up an open-door policy where they are available to meet with employees to discuss any workplace concerns, whether positive or negative.
Monitor Withholding
HR departments can help keep the company in compliance by following the law regarding wage garnishments. Additionally, they might provide employees with access to financial counselors for support. It is vital to never work around garnishments by paying workers “under the table” or via 1099 classifications. Doing so could put the business at serious risk of legal sanctions.
The role of an HR department encompasses a wide range of activities, including employee recruitment, compensation and benefits administration, talent management, performance evaluation, and career development. HR professionals may also implement workforce planning, organizational design, and employee motivation programs to ensure that the people working for a business are content and productive.
Wage garnishments are a court-ordered procedure that requires employers to withhold money straight out of an employee’s paycheck and forward it to someone else who is owed the debt. The amount of money withheld from an employee’s paycheck can vary according to federal and state laws.
Aside from child support, most wage garnishments are related to unpaid credit card and medical bills. Generally, an order will specify how much money should be withheld each pay period and for how long. It will also list an end date, which should be followed by a notice from the agency informing you that the garnishment is ending.
Keep Records
HR teams are responsible for keeping a wide range of documentation for their company and employees. There is much information to keep track of, including payroll records, performance reviews, time cards, etc. HR professionals need to be able to store and access this data securely. Additionally, they must adhere to laws around how long specific data should be retained.
For example, HR must retain their personal details and emergency contacts if an employee leaves the company. In some places, it may be a legal requirement and helps companies avoid liability in an emergency.
Aside from this, HR teams are responsible for keeping track of the company’s salary and benefits packages and any other compensation a business might offer its workers. It includes things like group income protection (GIP), designed to support employees if they cannot work for an extended period due to illness or injury.
In addition, HR departments are often responsible for ensuring that the company’s employee benefits comply with regulations to protect worker rights and welfare. It can include ensuring that any additional compensation provided to employees does not exceed the maximum allowable amount set out by law.
Ensure Compliance
HR departments are responsible for various tasks that help keep organizations running smoothly. They juggle day-to-day employee issues, new hires, and long-term strategic planning. And they must ensure that their company complies with the numerous state and federal laws that affect employees.
That’s a lot of pressure for an organization, especially when mistakes can cost your business fees. Regarding wage garnishments, HR must know how much to take from an employee’s paycheck and where to send the money to avoid hefty fines. It can be time-consuming and takes away from other work HR could do for the organization.
While wage garnishments aren’t something most managers consider when considering HR responsibilities, an HR team needs to understand how these financial obligations work. they must explain what is legal and ethical in the workplace and how garnishments relate to other employment-related issues like discrimination, workplace safety, and worker’s compensation.
HR must also ensure that the company follows local, state, and federal laws regarding wage garnishments. For example, some states require that certain types of debt be given priority over others and that the total garnishment amount does not exceed a specific percentage of an employee’s disposable income.
