Navigating New Administration: Compliance Checklist for HR Teams

The 2025 inauguration of Donald Trump signals a shift in policy priorities, particularly in areas such as immigration, workplace audits, and labor law enforcement. HR teams must prepare for these anticipated changes to ensure compliance and safeguard their organizations.

Key Compliance Areas to Monitor

1.       Immigration Enforcement

o    Increased scrutiny on employment eligibility verification is expected. Review Form I-9 documentation processes to ensure compliance and avoid penalties. Recent cases underscore the steep fines associated with non-compliance.

o    Anticipate stricter requirements for visa sponsorship programs, including H-1B visas. Conduct regular internal audits to ensure all records are up-to-date and accurate.

2.       Workplace Audits

o    Federal agencies are likely to increase audits targeting wage-and-hour compliance and employee classification. Prepare by conducting internal audits and addressing discrepancies proactively.

o    Ensure overtime pay practices comply with the Fair Labor Standards Act (FLSA). Recent Department of Labor (DOL) actions have highlighted aggressive enforcement efforts in this area.

3.       Labor Relations

o    Expect a more conservative approach to labor relations, with potential restrictions on union activities. HR teams should review union-related policies and update handbooks to reflect any legislative changes.

o    Be prepared for potential revisions to the National Labor Relations Board (NLRB) rules that may impact collective bargaining processes.

4.       Workplace Safety

o    OSHA’s priorities may shift toward enforcing traditional workplace safety regulations. Conduct risk assessments and update safety protocols to align with anticipated directives.

o    Recent rulings emphasize the need for comprehensive workplace safety documentation.

5.       Diversity, Equity, and Inclusion (DEI)

o    While DEI initiatives may face less federal support, state-level mandates and corporate governance trends will likely maintain pressure on organizations to uphold diversity goals. Ensure DEI strategies are clearly documented and tied to measurable outcomes.

Proactive Steps for HR Teams

1.       Stay Informed

o    Monitor policy updates from federal agencies, including the Department of Labor, Homeland Security, and the Equal Employment Opportunity Commission (EEOC).

2.       Conduct Regular Training

o    Train HR staff and managers on new compliance requirements, including immigration protocols and audit preparation.

3.       Strengthen Record-Keeping

o    Maintain detailed records of employee documentation, wage practices, and workplace safety measures to ensure readiness for audits.

4.       Partner with Legal Experts

o    Collaborate with legal advisors to navigate complex changes in immigration law and workplace regulations.

Conclusion

The new administration’s policies will likely bring significant changes to the HR compliance landscape. By proactively addressing these challenges, HR teams can ensure their organizations remain compliant and resilient in the face of shifting regulations.

References:

·         Department of Labor. (2024). Wage and Hour Division Enforcement Trends.

·         National Labor Relations Board. (2024). Updates on Collective Bargaining.

·         U.S. Citizenship and Immigration Services. (2024). Form I-9 Guidance.

·         Occupational Safety and Health Administration. (2024). Workplace Safety Initiatives.