President Obama’s campaign slogan, “Change,” rang true for the first 100 days of his presidency. The changes the Obama administration has already enacted, including the COBRA subsidy and new Family and Medical Leave Act (FMLA) regulations, are requiring human resource staff across the country to adjust quickly. These newly increased administrative burdens significantly affect the way organizations manage employees. Whether you view these changes as opportunities or threats, with ADP TotalSource® monitoring the flood of new information and policy changes, you can continue to build your business without worrying about compliance.

Here’s why more HR-related policy changes are anticipated from the Obama administration:

1. Two branches of the federal government are now controlled by the same pro-change political party, making new legislation and policy much easier to implement.
2. Supreme Court seats that become vacant during Obama’s first term will likely be filled by judges who are more progressive than the departing judges.
3. Legislators, reacting to the poor economy and demand from pro-worker groups, are likely to pass more protective employment legislation before a potential balance of power could occur during the next midterm elections.

What’s on the Horizon
ADP TotalSource is prepared to keep you informed of and in compliance with all HR-related legislative changes. Some we’re anticipating include:

• Projected policy changes incorporating a push toward diversity with increased scrutiny of diversity efforts and results, more tolerant H-1B visa and immigration policies and increased employer responsibility for offering sick leave and a wider range of health benefits. In addition, labor relations are likely to be impacted through the Employee Free Choice Act, allowing unions to organize more easily. According to some, shifts in the Supreme Court may make it more difficult for employers to fire individuals and to win employment-related lawsuits.
• Help for some small businesses is part of the $787 billion recovery package President Obama signed into law. ADP TotalSource can help you sort through opportunities that may be available for your organization.
• Increased Occupational Safety and Health Administration (OSHA) enforcement may follow OSHA’s $80 million in stimulus funding to increase worker safety efforts. Specifically, the Wage and Hour Division field offices have received $6.5 million for state and federal OSHA enforcement. OSHA is currently adding another 100 investigators “to ensure that contractors on stimulus projects are in compliance with the applicable laws.” ADP TotalSource can help ensure you meet current standards – we offer a customized Wage and Hour Assessment that tells you the exact steps your organization needs to take to stay compliant, based on your current pay and timekeeping practices. You also have access to courses on workplace safety, for which you can earn CPE credits, through TotalSource University.

As your business partner, ADP TotalSource is prepared to deal with the costs, complexities and administrative burdens that may arise from additional legislative changes. We remain committed to effectively managing critical human resource responsibilities, providing unmatched overall benefit packages to recruit and retain your employees and ensuring your regulatory compliance. Because you don’t have to worry about employer risks, you can continue to focus on the operational and revenue-producing side of your business.