The HR Audit

Many employers follow employment policies that were developed years ago, often without significant advance thought or analysis. Employers rarely step back and objectively evaluate their employment practices in light of changes in the law or technology. However, such analysis can prevent legal problems and ensure that employees receive consistent, fair and appropriate treatment. To help employers update their human resource policies, Marshall Halem has developed a Human Resource Audit.

The Audit enables you to review and evaluate your practices with the input and advice of a seasoned legal professional. Together, we will determine whether and which personnel policies should be revised, updated or changed to comply with new laws and current best practices. We also suggest new policies and procedures to address developing technology.

This evaluation is literally a human resources “check-up” and ensures that your human resource activities are current, appropriate and legal. The Audit process enables employers to consider and assess their personnel practices, to adjust policies to meet current needs, and to ensure that benefits and compensation practices are competitive and effective. Every Audit is designed specifically to meet the client’s individual needs. However, the Audit typically includes an evaluation of the following topics.

  • Internal posting procedures
  • Advertisements/recruitment
  • Affirmative action requirements
  • Referral bonus
  • Job descriptions
Selection Process
  • Application
    • Tests
    • Skills
  • Drug testing
  • References
  • Disabled applicants
  • Interviews
  • Communications to applicants
  • Criminal and credit background checks
  • Prior non-compete agreement
  • Offer letter
  • Pre-employment physical
  • Contracts
    • Confidentiality agreements
    • Non-compete agreements
  • Orientation
  • IRCA requirements
  • COBRA notice
  • Sexual harassment notice
  • Independent contractor status
  • Receipt of equipment
  • Relocation
Personnel File
  • Pre-hire notes
  • Medical information
  • I-9
  • Access by employee
  • Control of supervisor’s notes
  • Clean up
  • Record retention procedures
  • Form and content
  • Distribution and receipt
  • Modification process
Employee Relations
  • Extension of orientation period
  • Performance reviews
  • Disciplinary procedures
  • Disabled employees
  • Harassment
  • Drugs/Alcohol
  • Independent contractors
  • Electronic communications
  • EEO/harassment
  • Supervisor training
  • Employee communications
  • Performance reviews
  • Legal compliance
  • Diversity
Personal Information Security
  • Security
  • Prepare WISP
  • Implement required procedures
  • Employee Training
  • Fair Labor Standards Act compliance
  • State law compliance
  • Direct deposit
  • Bonuses
  • Deductions
  • Commission
Time Off
  • Leaves of absence
    • Family Medical Leave Act
    • Maternity
    • Military
    • Personal
  • Jury Duty
  • Breaks
  • Bereavement
  • Small Necessities Act
  • Vacation
  • Sick time
  • Short/long term disability
  • Holidays
  • Insurance
  • Cafeteria Plan
  • Tuition reimbursement
  • Profit Sharing
  • 401K
  • HSA
Time Off
  • Process to approve
  • Investigation
  • Notice to employee
  • Allow resignation
  • Documentation
    • HIPPA
    • DUA Notice
  • Layoff/reduction in force
  • Recall
  • Return of keys, equipment
  • Payment of wages and vacation pay
  • Separation Agreement
  • Severance
  • Unemployment compensation
  • References

After the Audit is complete, you will have a complete set of individualized, updated, legal, and practice-tested forms, employee communications, agreements, and all other necessary employment documents. You will also have evaluated and updated your Human Resource processes and systems to ensure that they meet your objectives in a manner that is consistent with your goals and culture.

For further information about our Audit, please contact us.