Basic Audit
Proceed With Caution
If you scored 90% or better, it’s easy to see that you’ve done your research on employment law and generally follow it to the letter.
Otherwise, you have done a good job managing the HR responsibilities at your company, but there are a few areas where you could learn more.
The most common compliance issues are employee classification (i.e. exempt vs non-exempt, contractor vs employee, etc), medical leave administration, and COBRA compliance.
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Q: Reflecting upon the last time you recruited for a position, did your search began with a carefully created job description?
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Q: You created an advertisement that accurately advertised the skills and experience necessary for a person to be successful in the role?
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Q: You identified the most cost effective method of advertising in order to reach the target audience specific to that position?
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Q: Do you have written policies governing wage adjustments?
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Q: Do you have written policies governing paid-time off?
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Q: Do you have written policies governing electric monitoring?
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Q: Do you have a written non-solicitation agreement?
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Q: Do you have a written intellectual property (IP) agreement?
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Q: Do you have written policies governing occupational health and safety?
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Q: Do you have written policies governing anti-harassment?
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Q: Do you know whether or not a company your size must comply with COBRA?
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Q: Do you know whether or not a company your size must comply with HIPAA?
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Q: Do you know whether or not a company your size must comply with EEO-1?
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Q: Do you know whether or not a company your size must comply with VETS-100?
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Q: Do you know whether or not a company your size must comply with FMLA?
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Q: Do you have a documented, unbiased method for consistently managing under performance and awarding pay for performance?
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Q: The Fair Labor Standards Act requires the division of job types into two main categories: exempt (salaried) and non-exempt (hourly). Are you certain that your classifications would pass a Department of Labor audit?
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Q: Do you have difficulties attracting, retaining, and engaging high-quality employees?
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Q: Are independent consultants used by your organization to supplement its workforce? If so, is the 21 point test for Independent Consultants used to justify the classification?
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Q: Do you employ the use of a salary matrix?
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Q: Are positions benchmarked against industry and regional standards?
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Q: Are employee salaries compared against a matrix and identified as green and red-circle positions?
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Q: Do you use a legally-compliant employment application with all appropriate disclaimers?
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Q: Do you have a written procedure for disciplinary actions up to and including termination? If so, are all instances applied consistently?
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