Whether your company has 5 or 500 employees, it’s important to conduct a regular review of your human resources and benefits-related notices, records and procedures to ensure compliance with the law and prevent potential liabilities and employee lawsuits. The checklist below features key steps for evaluating your management practices to help keep your company HR compliant.
Hiring
- Job descriptions, advertisements and interviews are Americans with Disabilities Act compliant and meet state requirements.
- Employment applications are compliant with any applicable state laws regarding prohibited questions or statements that must be included.
- All interview questions are appropriate and relate directly to the position and the applicant’s ability to perform the job’s essential functions. Questions do not discriminate based on race, sex, religion, age, ethnic group, national origin, marital status, military service, disability or other protected status.
- Written authorization is obtained for background checks and Fair Credit Reporting Act requirements are satisfied, along with any state requirements for conducting background checks.
- Policies and procedures related to drug testing, use of arrest and conviction records and other candidate-information requests comply with applicable federal and state law.
- All recruitment and hiring strategies, policies and procedures comply with federal and state nondiscrimination laws.
- Job offer letters are reviewed by an HR specialist or employment law attorney and include a statement regarding employment at-will.
- Forms I-9 are completed for all new employees within three business days from the first day of work for pay.
- New hire reporting requirements are satisfied and necessary tax forms (Form W-4 and any required state forms) are collected from new employees.
- Review your orientation/onboarding program for welcoming new employees and familiarizing them with the company’s basic management practices.
Please note the above list is not all-inclusive. If an HR assessment reveals violations and they are not subsequently corrected, your company could be at risk for costly fines or lawsuits. If you have any questions regarding your obligations under the law or about best practices when it comes to HR compliance, please consult with a knowledgeable employment law attorney for individualized guidance.
Source: HR 360, Inc.
Great information . I reviewed the office policy manual needs some updates . I realize that by reading your article thanks
Glad to help out Dr. Hernandez! Clients of Professional Insurance Programs have access to the full suite of HR360 resources. If you would like more information on how this can help your office, visit http://insuranceformembers.com/hr-support/