Our HR Audits Give You Greater Peace of Mind

Are HR audits really necessary? The short answer is, yes. In fact, conducting regular audits are crucial for your business. As a result of HR audits, you can ensure compliance, reduce risk and protect your company against potential lawsuits.

Confounded by Compliance Laws? We Get It, and We Can Help.

Whether you know it or not, you need a well-versed professional to take an objective look at your business practices in order to answer the ever-burning question, “Am I doing this right?” and importantly, “Am I doing this in compliance with employment laws?” In other words, you may not be an HR audit pro, however, we are. Our thorough HR audit services help you identify any problem areas and make sure all boxes are checked and bases covered so you can rest better at night.

Types of Audits

Sometimes you require a comprehensive audit of all things HR-related, while other times you just need to evaluate one key area. Most importantly, our staff has extensive knowledge of employment laws and HR best practices. Therefore, they can handle audits of all sizes, identifying and making recommendations on items that need improvement.

There are several types we can conduct, including:

Compliance

We’ll ensure your HR materials, policies and procedures are adhering to local, state and federal laws so we can protect your business and minimize risk.

Employee Handbook

Whether your handbook needs an overhaul or creation from the ground up, we’ll make sure all your policies and procedures are effectively conveyed in this critical tool for educating staff.

Strategic

Above all, we determine if your HR operations match up with your organization’s overall business strategy and provide suggestions for improvement.

Specific Audit Examples

Our complete, professional audits help you identify any problem areas to get all your practices and procedures up to speed with the latest legal requirements, including:

• Employee Handbook
• Legally Required Posters
• HR Policies and Procedures (hiring, training, termination, etc.)
• Job Description Format (one of both an exempt and a non-exempt position)
• Review Employee Files (ensuring confidentiality is maintained according to state and federal laws).
• Employment Application Form
• Benefits plan descriptions (enrollment forms, Cal-Cobra process)
• Compensation review to ensure internal equity and competitive advantage.
• Reference Checking Form
• Personnel Action Form (a form that is used to provide to the appropriate departments’ information such as new hires, changes in pay rate, position, information, separations, leaves of absence, etc.)
• New Hire Documents
• Employment Contract / Employment Agreement
• New Employee Orientation Process and Checklist
• Time Cards (Signatures)
• Annual Performance Review Form
• Release from Healthcare Provider to Return to Work (with or without modifications)
• New Workers’ Compensation Forms, Poster, Process
• OSHA Log
• Counseling / Performance Management Process/ Discipline Notice
• Resignation Form
• Exit Interview Process and Form
• Injury Illness Prevention Log (IIPP)
• Sick leave policy effective 7/1/15
• Creating bonus and commission plans

We make sure your HR practices and procedures meet all the requirements of these laws and more:

• Federal, State, and Local Discrimination Laws – Including California’s Fair Employment and Housing Act
• Title VII of the 1964 Civil Rights Act
• Age Discrimination in Employment Act
• California Family Rights Act
• Americans with Disabilities Act (ADA)
• Rehabilitation Act
• Family Medical Leave Act (FMLA)
• Equal Pay Act
• California WARN Act
• OSHA
• HIPAA
• ERISA
• COBRA & Cal-COBRA
• Unemployment Claims Administration
• State Disability Claims Administration