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    Conducting a Human Resource Audit

    February 10, 2017

     

     

    Human Resource Audits are key to taking a closer look at identifying your workplace risk.

     

    Essentially, an HR audit allows you to identify workplace issues and find solutions to problems BEFORE they create legal liability.

     

    How do you get started? First, be honest with yourself and your company by asking  yourself the following questions:

     

    1.  Do you have an employee handbook? If so, is it clearly communicated? Is it easy to read or full of legal jargon and confusing? When was it last reviewed? Does it convey your culture and tone?

     

    2.  Are your employees classified properly with respect to being overtime-eligible or overtime-exempt? Have you performed a Fair Labor Standards Act (FLSA) audit in the last year? Have you communicated clearly with your employees their proper classification and what that means? Do you know the difference between a contractor and employee?

     

    3.  Do you maintain personnel files?  Are you using the new I-9 form and are your I-9 forms kept in a separate file and completed within 72 hours of initial employment? Do  you have a record keeping and retention schedule? Who has access to your key HR documents, including compensation information?

     

    4.  Do you have current job descriptions that actually match the work being performed by your employees? Have you given your employees a copy of their job description so they know your expectations? Are the job descriptions meaningful and tied to performance and/or compensation? Do you job descriptions reflect your organizational culture?

     

    A human resource audit does not have to be daunting.  It can be handled one project or focus area at a time.  The important thing is to get moving and make a sincere effort to ensure compliance.

     

    We're here to help when you're ready.

     

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