This blog is Part Two of a three-part series on HR Compliance for Government Contractors. Part One addresses the process to follow to determine the applicability different federal regulations to your company, and Part Two provides a walkthrough and checklist to determine applicability of specific laws and executive orders. Part Three will discuss compliance resources that are available to companies of any size.
When I work with my clients on compliance audits, I prefer to use a methodical approach that progresses law-by-law. I’ve found that this sort of structured approach works well because it breaks down the overall audit into manageable pieces, both for myself as a consultant/practitioner as well as for my clients.
To get you started on your own audit, I’ve put together an HR Compliance Checklist for Government Contractors that addresses the ‘biggest’ HR-related laws specific to the federal contracting space. You can compare your contracts by type and size to get a good idea of what laws and regulations apply to your company so you can operate lawfully and not risk penalties associated with non-compliance.
If you have been paying attention to the HR-related federal contracting compliance employment law updates over the last year, you will have noticed a number of executive orders either being passed and/or becoming effective. In order words, there’s been a flurry of change. This pace of change may or may not keep up, but the main takeaway is to ensure you’re staying on top of regulatory updates because the landscape is constantly shifting.
If you are feeling overwhelmed by all of the regulations and executive orders, relax! Multiple types of resources are available to companies who need assistance with either their compliance audit or the implementation and/or management of associated organizational controls. The third blog in this series will go over the different types of resources available to you so you can choose a path towards compliance that best fits the needs of your company.