LEGAL AND ETHICAL RESPONSIBILITIES
It is critical to ensure that you are meeting your legal and ethical responsibilities to prevent any legal mishaps and protect your reputation. In order to assess the strengths and weaknesses of an organization’s employment and human resources management practices, it is critical to take a look at certain processes and policies.
A STRUCTURED EVALUATION
At Human Capital Advisors we employ a comprehensive approach when it comes to assessing your organization’s processes. Our thorough, structured evaluation includes issue identification, planning and prioritizing corrective measures, and benchmarking best practices.
ASSESSING AN ORGANIZATION’S PROCESSES
A good Human Resource Audit consists of:
Compliance – with federal, state, and local laws and regulations.
Best Practices – like there are best business practices, there are best human resource practices that can drive a high performing company.
Strategic planning – your company is managed with a strategic plan for business development. We can help you assess whether or not your human resources department is set up to help that plan move forward.
Functional areas – the nuts and bolts of having employees.
EVALUATING KEY AREAS
Key HR audit areas to include:
- Americans with Disabilities Act
- Anti-Discrimination / Workplace Anti-Harassment (including Sexual Harassment)
- Benefit administration issues – we can review everything from health coverage to your 401(k)’s impact on employees
- Disciplinary matters – have you been equitable in handling performance issues up to and including terminations?
- Downsizing and Layoffs
- Employee development – do you have a learning system in place that is both available to employees and that holds them accountable for pursing their own development?
- Employee Handbooks/Policies
- Employee Relations
- Employees’ eligibility to work – from immigration issues to I9 forms.
- Immigration Issues
- Interim/contingent staffing – are you avoiding co-employment situations?
- Interviewing and hiring – are you in line with laws applicable to your size company?
- Job descriptions – how do they measure up for completeness to help employees succeed and how can switching to our Success Profile format help you.
- Onboarding and Orientation
- Payroll management – are employees categorized correctly (FLSA), should payroll be outsourced, are you garnishing wages properly, are you issuing final checks within the correct time frame?
- Performance management – is your program solid and up to date? Are managers making the most of the performance appraisal process?
- Problem or conflict resolution – every progressive organization thrives on positive conflict; how are the differences in opinion resolved in your company?
- Records, Notices and Information Management
- Reference Checking and Responding
- Succession Planning
- Unemployment Insurance Management