Whether the HR Department is established or just starting up, a review of HR forms, policies, and procedures is a smart way to ensure compliance. We can set up an HR Department for you, or perform an audit that will let you know where you are doing well and where you need to make some adjustments. If you need help with our recommendations, we will be happy to provide assistance as needed.
The HR Audit will include a review of HR forms, hiring practices, I-9s, personnel and benefit files, the performance management system, and federal and state posting requirements.
Review of HR Forms:
- COBRA Continuation Forms
- Disciplinary Action Form
- Employment Application
- Employment eligibility verification Form- I-9 Form Immigration and Naturalization Service
- Equal Employment Opportunity Data Form
- Exit Interview Form
- Fair Credit Reporting Forms
- Family and Medical Leave Act Forms
- Offer Letter
- Resignation Form
- Reference Checking Release Form
- Tax Form: W-4 Federal Income Tax Withholding Allowance/ Exemption Forms- Sample
- Tax Form: State Form W-4- State Income Tax Withholding Allowance/ Exemption Form (where applicable)
- Termination Form
Review of Hiring Practices
- Job Posting policies and procedures
- Applicant Tracking (Mandatory for Affirmative Action Plans)
- Interviewing and Selection Procedures
- Decline Letters
- Background Checking and FCRA compliance
- Drug testing policies and procedures
- Pre-employment testing
- Application acceptance/retention polices
Review of I-9s
- Verification of documents
- Timely completion
- Consistency with policies
- Retention and destruction policies
- Updating and re-verification
Review of Personnel Files
- Proper separation of personnel files from benefit files
- Correct forms in correct files
- Retention policies
- File security
Review of the Performance Management System
- Periodic reviews in place
- Employee input
- Supervisor Training
- Retention of appraisals
- Uses of performance appraisals (compensation, promotion, training, etc.)
- Disciplinary procedures
Review of Posting Requirements
- Federal requirements
- State requirements
Compensation can be an administrative nightmare. Let us help you design a fair and competitive pay plan.
We can provide:
- Up-to-date Salary Surveys, tailored by industry, SIC code, and recruitment area. Data is available by years of service for hourly and lower level salary employees, and by company revenue for upper level management.
- Compensation System Design, including competitive base rates and incentives.
- Equal Pay compliance: We can help you make sure your compensation plan is not favoring one group/person over another without proper documentation in place.
- Wage and Hour compliance, including audits: Many employers have discovered that their overtime practices do not comply with the FLSA (Fair Labor Standards Act). This preventable error can be enormously expensive for the unwary employer.
- Job Descriptions: Job Descriptions are the heart of any compensation plan. Done correctly, they are not only the primary tool for obtaining good matching salary data, but can also be a defense in the event of an ADA discrimination complaint.
Employee Relations issues
What do you do when an employee says they are being harassed at work? Or you have a poor performer and are uncertain of how to proceed? Did you “inherit” a problem? Do you have an employee who has had many chances but still doesn’t perform as needed?
Employee relations issues can be time-consuming and frustrating for all concerned. We have years of experience with the many aspects of
- Helping with EEO charges, including investigation and writing position statements
- Internal investigations
- Discipline issues
- Performance Improvement Plans
- Employee Termination Issues
Is your employee handbook up to date? Handbooks are not static documents. At a minimum, they should be reviewed and updated as needed at least once every 2 years. Laws change and new case law precedents are set frequently. Regulatory agencies such as the EEOC, Department of Labor, OFCCP, and NLRB hand down rulings every year that impact employers whether they are aware of them or not. Let us review and update your handbook. In court, a well-written handbook can be your best friend; but a poorly written handbook can be a “smoking gun”!
- Are all required policies in place?
- Have you updated your handbook within the last 2 years?
- Do you have the proper disclaimers in place?
- Is the proper “Non-contract” language in place?
- Have you established Employment at Will for your company?
- Have all employees signed an acknowledgment of receipt for the handbook?