legal words
REVIEW HUMAN CAPITAL MANAGEMENT (HCM)
AND WORKFORCE PLANNING
■■ Consider the implications of longer leaves on your
top-up program
■■ Determine how changes to leaves, overtime, vacation pay, etc.
are to be managed as part of your current processes
■■ Outline new processes that need to be created, how
documentation will need to be updated and how to maintain
appropriate records
■■ Assess temporary staffing options, as well as training and
retention strategies to ensure adequate staffing through any
extended parental leave periods
REVIEW COMPENSATION STRUCTURE
■■ Calculate and consider the financial impacts that the changes will
have on your wage rates for classes of jobs in your organization
■■ Determine how changes to equal pay, vacation pay and overtime
pay will be incorporated into your compensation program
FIND A STRONG HCM TECHNOLOGY PARTNER TO
HELP MANAGE COMPLIANCE
With such sweeping legislative changes, including highly spe-cific
scheduling and pay equity requirements, make a list of new
requirements that will impact your business and that can be man-aged
through technology. Next, evaluate how well your current
system can meet those requirements, such as what components
can be automated.
Consider cloud-based, single application HCM technol-ogy
to help precisely track and record employee hours – critical
to helping manage compliance with the latest legislation. HCM
technology that operates from one rules engine and one database
for time and attendance, payroll, benefits and HR helps employers
meet the provisions of the new legislation appropriately based on
hours worked in real-time.
COMMUNICATE POLICY CHANGES
TO YOUR WORKFORCE
Consult with your legal advisors to confirm your notices, policy
revisions and implementation plans are appropriate and keep your
workforce up-to-date and engaged.
While complying with a dizzying array of new regulations
is challenging, it is definitely possible and it’s more impor-tant
than ever. With effective communication, and dependable
and trusted compliance and technology partners, you will have
the resources you need to not only help manage compliance
with Bill 148, but also positively impact the employee expe-rience
through flexible and progressive workplace policies
and processes. n
Lyndee Patterson is senior compliance counsel at Ceridian.
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14 ❚ MARCH 2018 ❚ HR PROFESSIONAL