Establishing a culture of integrity, ethics and respect is the number one priority for companies in 2017, according to a new report. In common with the 2015 report, getting an organisation's culture right is the main objective for compliance professionals in the year ahead, with 85 per cent of respondents saying it is one of their three main goals.
However despite this, only 32 per cent of firms indicated that they are planning to undertake a culture or ethics assessment in the next twelve months. In addition, workplace behaviour was rated as the lowest area of risk receiving attention by stakeholders (29 per cent).
Download the full report for additional stats on board level reporting, increasing compliance programme awareness and satisfaction with third party risk management.
Published By: XpertHR
Published Date: Aug 02, 2018
When it comes to managing the risk of sexual harassment claims, today’s headlines and news stories make it abundantly clear that it’s not just what you’re doing today that may create risk—but what you’ve done, or haven’t done, in the past. XpertHR’s recent Sexual Harassment Survey revealed a wide range of responses from employers hoping to tackle the issue in 2018.
New and vastly varying federal and state laws challenge HR professionals to remain on top of regulatory requirements related to policies, training and other compliance issues. XpertHR’s webinar, “Coming Soon: 50 States, 50 Sexual Harassment Training Laws,” will help you ensure you’re prepared, compliant and poised to act appropriately amid a growing number of regulations and continually emerging claims.
Get tips from expert attorneys who will help you get up-to-date on:
? New training requirements for private sector employers in New York and varying requirements in other states
? Why high-quality harassment training i
An increasing number of compliance initiatives are changing how HR departments are managing their compensation processes.
The SEC is requiring that companies prove executive pay is directly tied to company performance. Similar requirements have already been enforced across Europe by CRD IV and Solvency II directives.
Companies are also facing internal pressure to establish that compensation policies are managed and executed in compliance with corporate policies.
In order to meet these new challenges, HR managers must guarantee compensation processes are transparent, compliant with external regulations, compliant with internal policies and tightly controlled.
So, what does this exactly mean for HR managers?
How do you know for sure that you're managing compliance with labor laws and regulations correctly and accurately? Start by completing this checklist. Responses to a recent Kronos® survey of 812 HR and payroll managers identified five key compliance readiness issues that organizations need to address to reduce risk of noncompliance.
These issues were determined from questions such as:
•Can I easily respond to and communicate to my organization about new regulations within 60 to 90 days?
•Do I spend more time on duplicate data entry among various systems than I do on strategic initiatives?
•Does my workforce management vendor provide education and tools that help my organization stay compliant?
Download this piece and complete the entire checklist to see where your organization stands on compliance preparedness. You can also and find out more about the Kronos single unified platform for HR and payroll that can help you adapt to regulatory changes and reduce the data-entry complexity, co
Managing the security and uptime of a Windows network requires you to master your Active Directory, the brain and heart of the network, with maximum efficiency. Active Administrator makes it simpler and faster than native Windows tools to exceed compliance regulations, tighten security, increase productivity, and improve business continuity.
Investigations, litigation, and wage recovery focused on wage and hour violations are at an all-time high.
To complicate matters, the introduction of the Affordable Care Act (ACA) has added another layer of complexity to managing labor compliance.
Is your organization handling wage and hour conditions correctly? Or could it be one of the vast majority of employers that are out of compliance with wage and hour regulations?
Find out who’s at risk and what you can do in this new free best practices report, courtesy of Kronos.
Tracking regulatory changes, identifying relevant requirements, and ensuring that proper actions are being taken to ensure compliance can be challenging for organizations of any size or industry. This report by the National Association of Environmental Management (NAEM) offers concrete recommendations you can use to audit, build, or strengthen your EHS compliance management program.
The report, released in August of 2017, is based on in-depth interviews with corporate EHS executives and industry consultants. It offers five key strategies for handling emerging regulations:
Rely on relevant expertise
Tap into technology
Leverage staff capacity to manage risks
Establish strong internal standards
Demonstrate proactive leadership
Today, customer identity is the only constant in digital marketing. But as consumers switch from desktop to mobile, they are more and more difficult to recognize. But it’s not impossible. The Adobe white paper, Managing Anonymous and Authenticated Experiences Across the Customer Lifecycle, explains best practices to identify your anonymous and authenticated customers while complying with regulations, contracts, and industry standards.
Read the paper to learn:
• The benefits of well executed personalization
• How to navigate the landscape between anonymous and authenticated data
• Safe and effective uses of consumer information
• The technological building blocks to put these new methods to work