| |
HR Check-Up Survey Are you in compliance? How do you know? The following survey can help you determine the health of your human resource practices.
|
| |
|
|
|
|
|
|
|
|
|
|
|
| |
| 3. Has it been more than 1 year since your last HR Audit? |
| |
|
|
|
|
| |
| 4. Have your employee positions been vetted to determine exempt/non-exempt status within the last several years under the new FLSA ruling? |
| |
|
|
|
|
| |
| 5. Do you have job descriptions? |
| |
|
|
|
|
| |
| 6. Do you have a properly completed I-9 Form on all of your employees employed since November 6, 1986? (An employee is anyone receiving a pay from your company: line workers, management, owners, partners, etc.) |
| |
|
|
|
|
| |
| 7. Do you keep your I-9 forms, employee medical information, benefits applications, workers’ compensation information, ADA requests/accommodations, and FMLA documents in a separate file cabinet from the employee personnel files? |
| |
|
|
|
|
| |
| 8. Is your handbook more than 1 year old? |
| |
|
|
|
|
| |
| 9. Do you perform or attempt to perform prior-employment reference checks on all of your prospective new-hire candidates? |
| |
|
|
|
|
| |
| 10. Do you report all of your new-hires to the state New-Hire Reporting Center within 20 days of hire (this is not the quarterly report)? |
| |
|
|
|
|
| |
| 11. Do you have a signed authorization for each non-legally mandated deduction you hold out of an employee’s pay check, such as benefit premiums, cellular phone overages,uniform cleaning, employee loans paid back over a protracted amount of time, etc.? |
| |
|
|
|
|
| |
| 12. If you have a Drug-Free Workplace policy, do you train your supervisory staff on how to handle situations regarding this Policy, such as reasonable suspicion? |
| |
|
|
|
|
| |
| 13. If you offer health insurance, do you have a HIPAA policy and procedure manual and are your appropriate employees trained on its contents? Do you provide your employees a HIPAA notice? Do you use HIPAA required Business Associate Agreements? |
| |
|
|
|
|
| |
14. Do you provide your employees an initial COBRA notice upon enrollment? Do you
offer COBRA to your eligible employees upon release from your company? Do you
know whether or not you must offer this continuation of coverage? |
| |
|
|
|
|
| |
| 15. Do you have a formal succession plan in place to prepare for an eventual relatively seamless transition? |
| |
|
|
|
|
| |
| 16. Do you wonder what your employees really want from the organization and do you know what really matters to them? |
| |
|
|
|
|
Loading...
