The best way to avoid a potential employee lawsuit is to conduct an internal HR audit. Internal audits don’t have to create fear rather they should provide a comprehensive review of your current policies, procedures and strategies. They can be done by yourself or directed by your HR Professional.
Employment law is constantly changing and your policies and practices should change too! Do you have someone in your organization to oversee and streamline your employee structure and processes? Designating one person to manage compliance, on-boarding, employee benefits, perks, reviews, employee relations and other related tasks can take a huge load off you. Identify who can be that person (in your office) to handle sensitive topics and concerns.
Usually HR managers are more up to date on employment laws and trends. They can set up various programs and perks you may not have known existed. If you are a smaller company and you don’t have a person who you feel you can designate, contact HR On-Call, LLC. Susan Arnold and her team can provide guidance and navigate your efforts as much or as little to help you survive an internal HR audit (before) the DOL knocks at your door.
Items to analyze
- Employee Law posters – Do you have the latest and greatest posted for all employees to see? Tip: To obtain FREE Iowa State and Federal posters click here: https://www.iowaworkforcedevelopment.gov/required-employer-posters
- Recordkeeping & Documentation – Where do you maintain medical information? What do you consider confidential? Do you have a locked file cabinet? Are personnel files organized? What goes in a personnel file folder?
- Employment templates/forms – Do you require all applicants to fill out an application?
- Performance Reviews – Does your organization follow a written schedule for performance reviews? Do performance evaluators receive proper training before they conduct a review?
- Employment Agreements / Confidentiality Agreements – Are these consistently used?
- Job descriptions – Do you have exemptions clearly identified? Are mental and physical requirements clearly stated on each job description?
- I9 Storage and organization – Do you have an active I9 form on all your employees who collect a paycheck? Do you know the I9 retention rules? Click here for retaining guidelines. https://www.uscis.gov/i-9-central/retain-store-form-i-9/retaining-form-i-9
- Performance management, development & employee training – Have you ever trained your management team? Are managers managing employees without knowing the basics to employment law?
Many of the lawsuits can be traced to hiring, employee discipline, employee evaluations and termination. It commonly stems from managers not being properly trained or educated. If you are concerned that you might need an internal audit to review these items above or simply review your files and organization, please contact Susan at HR On-Call, LLC at 515-401-2233.
A little more about us:
Susan Arnold, owner and lead HR Consultant at HR On-Call, LLC. Susan has 20+ years of HR experience and provides a HR presence to business organizations without the overhead expense of a full-time employee. Susan helps business owners improve employer/employee relationships and allows them to focus on their business while resting assured that they are in full compliance with state and federal law.
Areas of expertise:
- Reduce Employer Risk and Liability
- Customized Employee Handbooks
- Performance Reviews
- Improve Employee/Employer Relationships
- Background Checks
- Personality Assessments
- Guaranteed EEO Compliance
- Employee Retention
- Recruitment / Hiring
- Employee Discipline/Discharge
Susan is passionate about her customers and listens to their needs. If you are interested in any of the details above or would like more information about her services, please contact Susan!