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Internal Audit for HR
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Internal Audit for HR
Discuss employment-law issues such as family leave, overtime, disabilities law, harassment, immigration and termination.
Our firm is interested in a uniform template for conducting a general HR compliance audit. We have multiple locations and are looking for ways to standardize "field" operations. Does anyone have any i
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Internal Audit for HR
posted at 7/20/1999 1:24 AM EDT
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Posts: 1
First: 7/20/1999 Last: 7/20/1999 |
Our firm is interested in a uniform template for conducting a general HR compliance audit. We have multiple locations and are looking for ways to standardize "field" operations. Does anyone have any ideas to share? |
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Internal Audit for HR
posted at 7/20/1999 5:51 PM EDT
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Posts: 2217
First: 6/16/1999 Last: 12/13/2001 |
Boy, I know that I often do HR Compliance Audits (for a fee, modest though it is). I do not know of a good "template." There may be checklists, but short of reviewing the materials yourself, I know of no shortcuts. |
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Internal Audit for HR
posted at 7/21/1999 1:46 AM EDT
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Posts: 99
First: 6/22/1999 Last: 12/11/2001 |
When I've come on board to a new company I conduct an audit and prioritize my review by items that have financial implications if guidelines/laws are not adhered to. Here are some of the things I check:
1. I-9's - signatures, documents, TN renewal dates, is there one for every employee on staff 2. company policies - At will statements for all employees or signed acknowledgements of receiving the employee handbook with the policies if there is one. 3. Authorization to make deductions from employee's paychecks - health care benefits, 401(k) plans, cafeteria plans, W-2's 4. Employee files - are they up to date, does every employee have one, what is status of terminated employees files 5. Any pending litigation/claims - look for documentation, harassment claims, problems with health benefits, EDD claims, worker's comp 6. IIPP program/Safety issues - is there a policy, is there a program in place, safety audits, ergonomic audits 7. EEO compliance - tracking of applicants, EEO reports, AAP plan in place if required I worked with sites in 4 other states and had them create "shadow" employee files, orginal documents remained at corporate with employee files there. The hardest part was getting them to send me the documents. Each office was provided the I-9 booklet from the INS so they knew what to look for on the documents provided to establish their employment eligibility. Many people haven't a clue as to the differences in documents or that if they choose a document from list B, they need another from list C. I also have hire and termination checklists to ensure all documentation has been provided to the employee and in the file. So you may start with creating a checklist for each office and coordinate the responses with you. |
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