Five top tips for forming an HR-led legal team

HR ADVICE: The functions of HR are deeply entrenched in labour laws in each and every jurisdiction. The role of an HR manager is to ensure workers’ rights are intact, employees are treated equally, financial matters are carefully attended to, and contracts are firm, while also motivating those staff to achieve their best.

As the company grows, it is a must to have a legal team to support and make sure that the HR manager’s decisions are on the right track. Form an HR-affiliated legal team easily with these five tops tips:

1. Have an in-house legal framework

It is a must for every business to have a legal framework that serves as an overall guide to the operations of the business, just like a manual is to a new appliance. Media networks should have a journalist’s code of conduct, sales representatives must follow a manual in maintaining ethical obligations, and insurance agents should have a reference in all aspects of life or non-life insurance.

Refer to the company’s business legal guide before building a legal team. Review the areas that the company values the most as this will help decide the kind of lawyers to hire. Prioritise the most important aspects first.

2. Recruit compensation lawyers

The most obvious way to go about forming the legal department is, of course, to find good lawyers, specifically compensation attorneys for HR. That's because salary is one of the most common reasons for workplace conflict. An HR leader ensures that the payment scheme of the company meets the minimum statutory requirements, with fair and equal pay for employees from all backgrounds. An expert lawyer with a finance background can review the salary structure and be transparent about earnings that comply with the legal standards and moral obligations.

3. Talk to a contract specialist

To help the HR manager ensure that contracts are as firm as possible, seek the services of a contract law expert. An attorney should go for a thorough review of the contract that the HR manager drafted to avoid any loopholes. A lawyer also serves as a witness in ensuring that the employer and the employee have studied the contract well and both understand the agreement that they are entering into.

4. Think of the vulnerable staff

Inclusiveness is an essential factor in organisational culture. People with disabilities, former law offenders, senior citizens, and military veterans are some of those who belong to different vulnerable groups. Find an experienced lawyer to help safeguard their protection and in defending their rights.

5. Regularly review recruitment and dismissal procedures

Hiring and firing employees is one of the challenging tasks placed on the HR manager’s shoulder. It is always good to have extra help from a law specialist whose expertise is in unfair dismissal and discriminatory hiring practices. Due to changes in local regulations, a tendency to be unaware of them is possible. A lawyer in this field can regularly review the hiring and dismissal policies that are according to current labour laws.

The phrase “talk to my lawyer” is a good self-reminder for every HR expert aiming to be on top of any HR situation and surrounded by knowledgeable lawyers. Building a trustworthy legal team is one of the best moves a smart HR leader should have.

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