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WY & Federal Compliance
Compliance is both preventative and reactionary in nature. Onboarding employees properly is only the first step. Ensuring the content of each employee's documentation is vital to the functioning of the employment relationship. Reactionary steps are also mandated by state and local law when certain matters arise in the workplace. Sometimes those incidents also result in worker terminations, which are fraught with risk for the employer.
Shielding against things like harassment and discrimination are not trendy new ideas. Title VII of the 1964 Civil Rights Act acknowledged that workplace discrimination is antiAmerican and dangerous. Things like sex, gender, orientation, presentation, religion, and race are all protected qualifications and when any employer knows, suspects, or should know about concerns in the workplace the employer MUST take certain steps in response.
Employees transition between employers more now than ever before. Additionally, recent administrations have placed regulations on the way employers can protect themselves from the knowledge and assets that they take with them when they leave your company.
Sometimes employment relationships just run their course and become dysfunctional. In other situations, employee behavior is simply inexcusable. Regardless of the reason that employees are terminated, the organization must protect itself from repercussions of that former employee.
Business grows, shrinks, and changes and some employees will not evolve with the company. Those workplace manifestations are often more predictable than expected and an ounce of prevention can lead to a more efficient workplace.