So you’ve made the decision to conduct an internal Human Resource audit. The team is in place and you are ready to begin. Which areas should you look at first? I don’t know if there is a good first or second place to begin with, but there are plenty of places to get to. An HR audit should ask the following questions:
– Do you have all the required postings present and visible?
– Does your company follow all appropriate I-9 requirements, including proper recording?
– Do employment applications contain any questions that are illegal? Are they properly maintained?
– Is the employee handbook current and legal? Do employees have a copy? Have they signed documentation showing that they have obtained a copy?
– Are any files stored in the managers’ desk files (rather than properly placed in records file)?
– Are all OSHA logs are up to date, completed, and available to employees?
– Do you have an electronic communication policy (this includes email, social media, etc.)?
– Do you have a policy for company issued cell phones (how often can they talk, can they text/ send pictures, for personal use or just business, etc.)?
– Do you have a legally sufficient anti-harassment policy? Does it include a strong anti-retaliation policy?
– Do you have a grievance or complaint procedure in place that employees are aware of and feel like they can use?
– Is the at-will language in your handbook legal?
– Is the paid time off policy clear?
– Do you have a satisfactory equal opportunity employment policy? Is it noted on job postings?
– Are FMLA policies and procedures up to date?
– Do you have substance abuse policies in place?
– Are employees aware of safety or accident reporting policies?
– Are ERISA and COBRA requirements met and followed through on?
– Are ADA policies up to date and followed?
– Does the company comply with all FLSA regulations? See this article for more information on wage and hour requirements under FLSA.
– What are your recruiting procedures that you have in place? Are you looking for the right candidate? Do you have an effective (and legal) application? Do you conduct a background check (criminal check plus work history/ references)? Who handles the interviews?
– Do you have a proper onboarding practice for new employees?
– Do you have a formal performance evaluation procedure? What about a disciplinary policy procedure? Is it followed consistently?
– Are you properly retaining all records for the appropriate time as required by law?