What is the State of Your HR?

Every “no” answer puts you at risk.

Human Resources Self Audit 

1.       Are your I-9s in order?  Do you have a completed I-9 (Employment Eligibility Verification) form for each employee per the Immigration Reform and Control Act? (IRCA)  Given the current climate in the U.S. it is important to have your I-9s in compliance.

2.      Do you have your exempt and non-exempt employees classified correctly?  The Department of Labor is currently focusing on this portion of The Fair Labor Standards Act (FLSA).  Many organizations have employees coded exempt that are actually NOT exempt from overtime.    

3.      Do you have a social media policy?  Employees are spending an enormous amount of time checking Facebook, Linkedin, Myspace and Twitter during work hours.  Social “Not”working is the phrase that has been coined regarding this growing concern.   

4.      Is your employee handbook ”handy”?  Employee handbooks should be easy to read.  Do you have an updated employee handbook that has been communicated to all employees and documentation to prove it? 

5.      Do you know the most common EEOC discrimination charge, and who is the new kid on the block?  In 2010, retaliation discrimination charges surpassed race discrimination for the first time.  The new kid is GINA, Genetic Information Nondiscrimination Act.  This recent act makes it illegal to discriminate against employees or applicants because of genetic information.

6.      Do you have a good recruiting plan, and are you checking references on all new hires with their signed authorization?  A poor hire can cost your organization $35,000-$50,000. 

7.      Do you have your contract workers and employees classified correctly?  Many contract individuals are actually employees as determined by the Department of Labor’s Fair Labor Standards Act.

8.      Do you have a specific policy and provide training against workplace harassment and diversity?  Documentation proving you have provided this training as an organization can help protect you. 

9.      Do you have accurate, complete job descriptions?  Job descriptions assist with FLSA and ADAAA compliance, as well as provide a basis for recruiting, performance management, and succession planning.

10.  Do you have the latest employment postings in your workplace?  From February 1 through April 30, OSHA 300A should be posted for some employers.  Are you in compliance with this and other employment posting requirements?

11.  Do you know which Federal Employment Laws are applicable to your organization?  Different laws become applicable at 1, 15, 20, 50 and 100 employees.



For a Free HR Assessment contact:

Monica Z. Austin, MBA, SPHR
The Hopkins Group, LLC
Human Resources Business Solutions
214-537-7524
http://www.linkedin.com/in/monicazaustin
http://twitter.com/monicazaustin
maustin@hopkinshr.com