In 2020, 42% of the U.S. workforce became full-time remote work employees. Most firms state they intend to keep the new work-from-home policies or offer partial telecommute options. This can be a complex headache for smaller HR teams to manage, hence why many are opting to outsource HR to an outside agency to manage.
Before it’s time to hand over the keys to your castle to an HR outsourcing company, it’s critical to understand the top HR outsourcing trends for 2021 and beyond. At a high level, these trends include:
This list might not be groundbreaking to see, but to those who work in HR these are the tasks that are the foundational rock for their department. If these four pillars are not working cohesively at all times, HR professionals will not be able function at their highest level and produce the desired results that CEOs and CFOs are looking to achieve.
According to the Immigration Control and Reform Act of 1986, employers may only hire persons legally eligible to work in the United States (including citizens and nationals of the U.S., and aliens authorized to work in the U.S.). The employer must verify the identity and employment eligibility of anyone being hired, which includes completing the Employment Eligibility Verification Form (I-9).
Employers who get audited by the U.S. Immigration and Customs Enforcement (ICE) and show that they are in violation of the I-9 form eligibility requirements can be fined between $2,000 and $10,000 for each violation. Additionally, both state and federal law impose fines and penalties for failing to comply with other worker authorization requirements. This doesn’t need to be your company’s reality though as long as you take the time to review your I-9 forms every Spring.
For California-based companies, HR teams must also focus on following all requirements laid out by Compliance Bill SB 1343 (which overtook AB 1825 in 2018). This bill relates to the configuration of sexual harassment training programs which were covered in this recent Finvisor article. Employers who do not comply with sexual harassment prevention training regulations are putting themselves at risk of a pricey lawsuit.
Being at the center of an HR crisis is an enormous and weighty responsibility for any HR department. Making sure that your HR team never has to experience a data breach crisis is something that you should be putting into practice on a daily basis even if you’re outsourcing your HR compliance to another firm.
With World Password Day on May 5th, 2021, it’s important for HR professionals to review their internal passwords sooner than later. This is because passwords are critical gatekeepers to keeping the digital identities of the candidates that your HR team converses with from falling into the wrong hands. This year, take the World Password Day pledge and put these critical password tips into motion in your organization:
To remove your startup from the risk of legal trouble from a compliance mishap stemming from a data breach, it’s best for companies that have overwhelmed HR departments to delegate some of the most important tasks to a qualified HR outsourcing company.
The largest hurdle that businesses of all sizes are currently troubleshooting is how to safely return to work after COVID-19. As the world is still currently in the middle of the largest global pandemic of the modern era, business and HR leaders must be wary of opening the floodgates to let employees back into vacant office spaces. To ensure that teams have the ability to collaborate safely and effectively within an in-office environment during these difficult times, it’s essential that leaders focus on making a permanent shift towards a hybrid workforce model.
A hybrid workforce model can accommodate your team’s ability to work more strategically at all times. When employees need to work autonomously to meet deadlines, they can do so without added distractions. If teams need to come together to collaborate, a hybrid workforce model would allow teams to have the flexibility to bring new ideas to the table while developing the social and emotional connections that are vital to forward progress.
*This blog does not constitute solicitation or provision of legal advice and does not establish an attorney-client relationship. This blog should not be used as a substitute for obtaining legal advice from an attorney licensed or authorized to practice in your jurisdiction.*