The challenge for employers has never been collecting workforce data. Most employers already have that data in their payroll, timekeeping, scheduling, and human resource information systems (HRIS). The challenge is turning that data into a decision before a wage-and-hour dispute forces the issue.
Artificial intelligence (AI)–assisted workforce analytics and simpler changes to how reports are generated and reviewed can both help employers continuously monitor that data and correct issues earlier, reducing wage-and-hour exposure in California and beyond.
This article opens a new series, “Beyond the Data,” on turning existing workforce data into a preventive compliance program. It also introduces a simple, five-stage framework that the rest of the series will build on.
Quick Hits
Most employers already possess the workforce data and systems needed to build a more proactive compliance practice. The barrier is usually how the data gets used, not whether it exists.
AI is one useful tool… Read the complete article here...
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