It is extremely important for companies to understand and comply with State and Federal workplace laws. This is sometimes difficult for small companies with limited resources or companies who have a vacancy in their HR department. Without an experienced Human Resource professional on staff, a company may be unsure of exactly which laws apply or the differences between State and Federal laws. For companies located in multiple states, this can be even more confusing.

With no support or knowledge of workplace laws, companies may unknowingly respond to employment situations inappropriately causing great risk to the company including low employee morale or high turnorver, hundreds of thousands of dollars in legal costs, fines and backpay not to mention the manager's or supervisor's personal liability which could also result in steep fines or even imprisonment.

There are various ways to obtain information relating to workplace laws with costs ranging from high to low, or even no cost.

I recommend that companies protect themselves with a competent HR Manager and/or Employment Lawyer. However, if these options are not feasible, there are other low-cost or no-cost options for your company. The small cost a company would pay for experienced HR advice or to take the initiative to become informed through research would more than offset the problems and exhorbitant costs which may occur from taking inappropriate action or no action.

If a company is considering the low-cost option of hiring a Human Resource Consultant, the internet significantly broadens the search. This is important because the ease and affordability of establishing a good working relationship with a Consultant can now be realized not only locally but virtually anywhere. By simply using email and the telephone among other communication devices available today, HR Consultants can successfully work with clients from coast to coast. My clients and I have found that talking on the phone from 2,000 miles away is no different than being located in one of their offices in another state or even in an office across the hall. I am able to maintain an excellent working relationhip with my clients although I generally don't need to visit their location to help them. Email, phones and other electronic devices have simplified this process tremendously.

I would like to offer a few tips for selecting an HR Consultant. When searching online, a company would be well advised to thoroughly research the Consultant's background experience, education and credentials rather than selecting a consultant based on a compelling website design or location. Companies considering an HR Consultant who does not readily offer solid client references should ask for them. Such references are extremely valuable in helping a company make a sound decision.

There are times, however, when a company's budget or time constraints simply won't allow for hiring an HR Manager or even an HR Consultant. At these times, I strongly suggest that companies take time to research applicable State and Federal laws that apply to their workplace. Companies can find excellent information about workplace laws on the SHRM and Benchmark Outsourcing Group sites. The "Suggested Links" page on Benchmark's site will take a company directly to the Federal Department of Labor's site and various agencies such as the OFCCP,and OSHA. There are also links to the EEOC, State Department of Labor sites and other resources for information on workplace laws. When researching these sites, companies will learn which laws apply to them based on their size, industry and location.

I would like to point out that many State laws are currently more generous than Federal laws. Whereas in the past Federal laws have generally been applicable, companies should now investigate their State laws very carefully because if the State law is more generous, the company will need to take action beyond complying with Federal law to meet State requirements.

Other low-cost solutions for staying current on workplace laws may be found in joining associations such as SHRM and subscribing to legal services that offer online subscriptions, hard copies of laws and updates, CD's and newsletters. One such service that I highly recommend is BNA.

And if you are searching for no cost resources for determining emloyment laws, you'll definitely want to add the "Suggested Links" page on the Benchmark site to your "Favorites".

Action Steps
The best contacts and resources to help you get it done

Low Cost Option 1 - Hire an HR Consultant

For companies who do not have an HR Manager or when their HR position is vacant, I recommend hiring an experienced HR consultant.

I recommend: A good HR Consultant can often be hired for less than the cost of a clerical support person and can work with a company from virtually any location. By using a Consultant on an as-needed basis the company can save ongoing staffing and benefits costs and other expenses such as travel, office space, etc. Plus the company has the benefit of years of experience and support at a fraction of the cost, when they need it and customized to the company's exact needs. Often companies that have established HR Departments and professional staff will hire an HR Consultant to provide an additional level of support as well. Consulting Services such as Benchmark are available for on-call or on-site Employee Relations and Employment Law Consulting, Affirmative Action Plan Development, OFCCP Audit Support, Policy Manual Development and General HR Consulting.

Low Cost Option 2 - Subscribe to a Legal Service

There are very comprehensive legal services that provide updates on employment regulations.

I recommend: One such service that I have used is BNA, but there are also others. A legal service is a low-cost option that allows a company to review updates to state and federal legislation online, on CD or in hard copy form on a monthly basis.

Low Cost Option 3 - Join An Association

There are associations that provide information to HR Managers and companies. Many have grassroots organizations that provide a forum for getting involved in the actual writing and approval of regulations and laws affecting the workplace on a State or National Level.

I recommend: I recommend SHRM (National Society for Human Resource Management) as a good association with a wealth of information on workplace laws, trends, new and pending legislation and State and Federal Laws.

Other good associations to consider may include your local and/or State Chambers of Commerce. They also are heavily involved in legislation and the legislative process affecting your workplace.

No Cost Option - Conduct Your Own Research Online

There are times when a company's budget and time constraints simply won't allow for hiring an HR Manager, HR Consultant, subscribing to a Legal Service or getting involved in an Association. At these times, I strongly suggest that companies take time to research applicable State and Federal Laws that apply to their workplace.

I recommend: Companies can find excellent information about workplace laws on the SHRM and Benchmark Outsourcing Group sites at no cost. Links on Benchmark's site will take a company directly to the Federal Department of Labor's site and various agencies such as the OFCCPand OSHA. There are also links to the EEOC, State Department of Labor sites and other resources for information on workplace laws. When researching these sites, companies will learn which laws apply to them based on their size, industry and location. I would like to point out that many State laws are currently more generous than Federal laws. Whereas in the past Federal laws have generally been applicable, companies should now investigate their State laws very carefully because if the State law is more generous, the company will need to take action beyond complying with Federal law to meet State requirements as well.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  An online search for an HR Consultant will produce many choices. A company should be sure to check client references of the consultant and review his or her experience, credentials and education before making a selection.