Human capital is your most important asset. A lot of organizations talk about this in executive speeches, marketing materials and advertisements. If you are one of these organizations, what are doing to support this statement?

HR compliance is an enormous topic and there is much to be considered when discussing it. There are employment law compliance responsibilities around benefits, 401k plans, federal contracting, record retention, state, and federal regulations…the list is endless. While the risk of not being in compliance can cost an organization hundreds of thousands of dollars, in some ways, I personally think this is one of the simplest disciplines of Human Resources. As an HR consultant who conducts many Human Resource audits for our clients, my advice to you is to get a process in place and stick with it. Once you have identified and corrected any gaps that exist, it's important that you maintain compliance throughout the year and the following audit checklist can help you do just that.

In the DC Metro area, it's no secret that we have a multitude of Government Contracting firms. Over the past few years in particular, we have all felt the industry contract from $550 billion to $450 billion. While some may argue this contraction is temporary, we may still have a few more years of industry tightening.

Employment law, along with ensuring compliance with federal and state regulations, are two significant aspects of managing a workforce. They are both also convoluted and can cause an organization a lot of headache if not approached appropriately. Not only are Federal regulations complex and constantly evolving, it’s important to consider that various states have laws that are specific to the workforce in that state. If your organization holds contracts with the federal government there are several additional regulations that need to be monitored. As a leader of an organization, it’s important to have the right team on your side.

According to the 48th Annual Atlas Corporate Relocation Survey released in April of this year, there has been a significant uptick among U.S. companies relocating employees since 2013. With this trend set to continue throughout 2015 and beyond, it is important for your organization to establish a relocation policy. You want a policy that is not only flexible but also takes into account well-known relocation factors to ensure a smooth move for your employees and your organization. If your organization does not have a lot of experience with relocating employees domestically, don't worry, I am providing a list of five considerations you should build into your policy that can help ensure a smooth transition for both candidates and current employees.

By now you are probably overloaded with all the changes and deadlines that fall under the Affordable Care Act. As we muddle through all these rulings, there always seems to be a new regulation associated with it that we either did not know about or the information is vague. One that recently came to my attention was the fines businesses can incur if they reimburse employees for individual non-group health plans.