Basic Audit

You got 22 of 24 correct.

Your score was: 92%

Proceed With Caution

If you scored 90% or better, itâ€™s easy to see that youâ€™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.

We recommend that you upgrade our Premium Audit.

Question Result(s)

Reflecting upon the last time you recruited for a position, did your search began with a carefully created job description?

Answers	User Answer
Yes
No

You created an advertisement that accurately advertised the skills and experience necessary for a person to be successful in the role?

Answers	User Answer
Yes
No

You identified the most cost effective method of advertising in order to reach the target audience specific to that position?

Answers	User Answer
Yes
No

Do you have written policies governing wage adjustments?

Answers	User Answer
Yes
No

Do you have written policies governing paid-time off?

Answers	User Answer
Yes
No

Do you have written policies governing electric monitoring?

Answers	User Answer
Yes
No		Employers must reserve every right to review information exchanged by employees on company property like computers and cell phones. It is important to disclose this policy up-front with employees to ensure there are no issues when referring to the data at a later date.

Do you have a written non-solicitation agreement?

Answers	User Answer
Yes
No

Do you have a written intellectual property (IP) agreement?

Answers	User Answer
Yes
No

Do you have written policies governing occupational health and safety?

Answers	User Answer
Yes
No

Do you have written policies governing anti-harassment?

Answers	User Answer
Yes
No

Do you know whether or not a company your size must comply with COBRA?

Answers	User Answer
Yes
No

Do you know whether or not a company your size must comply with HIPAA?

Answers	User Answer
Yes
No

Do you know whether or not a company your size must comply with EEO-1?

Answers	User Answer
Yes
No

Do you know whether or not a company your size must comply with VETS-100?

Answers	User Answer
Yes
No

Do you know whether or not a company your size must comply with FMLA?

Answers	User Answer
Yes
No

Do you have a documented, unbiased method for consistently managing under performance and awarding pay for performance?

Answers	User Answer
Yes
No

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?

Answers	User Answer
Yes
No

Do you have difficulties attracting, retaining, and engaging high-quality employees?

Answers	User Answer
Yes
No

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?

Answers	User Answer
Yes
No		Penalties are significant for employers who misclassify employees as independent contractors. Be sure that you have considered the 20 Factor IRS test before making that determination.

Do you employ the use of a salary matrix?

Answers	User Answer
Yes
No

Are positions benchmarked against industry and regional standards?

Answers	User Answer
Yes
No

Are employee salaries compared against a matrix and identified as green and red-circle positions?

Answers	User Answer
Yes
No

Do you use a legally-compliant employment application with all appropriate disclaimers?

Answers	User Answer
Yes
No

Do you have a written procedure for disciplinary actions up to and including termination? If so, are all instances applied consistently?

Answers	User Answer
Yes
No