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    In 2022 especially, employers must be vigilant about maintaining HR compliance. The Department of Labor (DOL) has begun conducting more audits for wage and hour violations. (These audits may trigger steep fines and penalties—sometimes enough to damage a business severely.) As part of their preparations this year, employers should also remember to review their summer internship programs to ensure compliance. Employers should note that internships are regulated by both the Fair Labor Standards Act (FLSA) and state-specific labor laws. Often, interns should be compensated similarly to season or temporary employees. Organizations may also want to consult legal requirements for seasonal and temporary employees when ensuring HR compliance for their internship program. MP’s HR experts share key considerations for reviewing compliance requirements and summer internships. Read the article to:

    – Find out how to determine interns’ compensation
    – Outline FLSA compliance requirements for internship programs
    – Understand restrictions and procedures around hiring minors
    – Get tips on how having remote interns changes an organization’s responsibilities

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    In addition to posting FMLA posters and providing FMLA request forms, every covered employer must include a Federal Family and Medical Leave Act (FMLA) policy in their employee handbook, along with any state-specific FMLA policies. Because some states have their own FMLA and Paid Family Medical Leave programs, it’s essential that an organization is in compliance with all FMLA policies in states where their employees work. Employers that have chosen to allow remote work since the pandemic may need to develop new, or multiple, FMLA policies to meet the requirements of state regulations. MP’s HR experts outline the key elements an FMLA policy must include. Read the article to:

    – Find out the 10 elements every FMLA policy should include
    – Discover why it may be essential to work with an HR expert or employment lawyer on FMLA policies
    – Outline how employers should approach a medical certification process or fitness-for-duty requirements
    – Understand how to offer FMLA intermittent leave options

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    Even if the current United States labor market doesn’t currently reflect a high percentage of union workers or union organizers, employers should prepare for an upward trend in union representation. Recently, Starbucks, Apple, and Amazon have all experienced attempts from nonunion workers to unionize. Employers in all industries may be seeing the beginnings of more worker interest in collective action, collective bargaining agreements, and organized pushes for higher wages and improved working conditions. To prepare, employers should be aware that all their workers are covered by the National Labor Relations Board (NLRB) and National Labor Relations Act (NLRA). Organizations must ensure they are compliant with labor law surrounding employers and unions. MP’s HR experts cover the top mistakes employers should avoid. Read the article to:

    – Outline five common mistakes to avoid for employers and unions
    – Understand why managers must appear neutral on the topic of unionization
    – Learn how organizations may unintentionally violate employees’ rights
    – Get tips to maintain compliance with the NLRA

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    In 2022, employers should prioritize Family Medical Leave Act (FMLA) compliance and FMLA training. The Department of Labor (DOL) is already taking a more aggressive stance, conducting significantly more audits on FMLA compliance. The DOL has also shared press releases on its official website stating its plans to undertake more audits for FMLA and wage and hour violations. To help employers avoid the steep fines and penalties a DOL audit brings, MP’s HR services team shares the top FMLA compliance mistakes. Read the article to:

    – Find out the top four FMLA compliance mistakes employers make
    -Learn what steps employers can take to ensure Family and Medical Leave Act compliance
    – Understand why managers must avoid sharing employees’ sensitive medical information
    – Get tips to avoid claims of retaliation or noncompliant terminations

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    Employers should be taking steps to avoid a Department of Labor (DOL) audit every year. However, in 2022, the DOL has announced they’ll be conducting significantly more audits. This year, careful preparation will be especially vital to an organization’s success.  A complaint to the DOL could create serious financial consequences for an employer. Noncompliance with federal and state employment laws may incur steep penalties and fines, trigger legal action, and deeply damage an employer brand. Amidst The Great Resignation, a strong employer brand is crucial to landing top talent. This eBook covers the benefits employers will reap when they dedicate time and resources to avoiding a 2022 audit process with DOL investigators. Additionally, the eBook outlines steps employers should take to ensure employees are properly classified and conduct internal wage and hour audits, as well as FMLA audits. Download the eBook to:
    • Get tips for performing thorough and effective internal compliance audits
    • Learn best practices for reducing legal risk and exposure in the workplace
    • Outline trainings every manager must receive in 2022
    • Find out the workplace posters every employer must display for compliance—and how to share them with remote employees

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    Every year employers should be taking steps to avoid a DOL audit. However, it’s especially critical in 2022. An employee complaint to the Department of Labor (DOL) could create serious financial consequences for an employer, whether regarding wage and hour violations, the Family and Medical Leave Act (FMLA), employees not being properly classified, etc. MP’s HR compliance experts share three reasons employers should focus on avoiding an audit process with the DOL investigators in 2022. Read the article to:
    • Learn how DOL investigations may impact an employer’s ability to attract and retain talent
    • Find out why avoiding the DOL audit process will help employers prevent steep legal costs
    • Outline why employers should be more concerned about the DOL than in previous years
    • Discover the most common causes for wage and hour lawsuits
    Read the article.