As the U.S. approaches the pivotal 2024 presidential election, the potential for significant shifts in labor and employment laws looms large. Election years are a time of heightened uncertainty for employers, as changes in government policy affecting businesses can dramatically reshape the regulatory landscape. For employers, particularly those managing large workforces, it’s essential to anticipate these shifts, adapt their human resource management plans accordingly and communicate effectively with their teams to maintain compliance and stability in the face of potential changes to federal labor policy.
Read the full guest-contributed article in Human Resource Executive here.
This guest-contributed article was written by: Tania Fiero, Chief Human Resources Officer at Innovative Employee Solutions
Tania Fiero is the chief human resources officer of Innovative Employee Solutions (IES), a leading provider of remote and contingent workforce solutions specializing in U.S. and global Employer of Record, Agent of Record and Independent Contractor compliance services in 150+ countries. Founded in 1974, IES is a woman-owned business, certified by the WBENC and partners with companies to provide compliant employment solutions that empower people’s lives.
