What you're doing (or not doing), could be costing you thousands of dollars in expenses or exposing you to unnecessary legal risk. These expenses include: high turnover, high benefits, high workers' comp renewals, discrimination, harassment or retaliation claims, operational and staffing inefficiency, legal non-compliance risk, and much more. Knowledge is power!!
A full audit cycle includes assessment of all HR practices, identifying gaps and areas of potential risk or non-compliance, and then recommending applicable solutions to minimize risk.These audits help identify gaps in recruiting, hiring, onboarding, I-9 compliance, training, compensation, benefits, evaluations, leave of absence processes, filing system, safety and workers' compensation programs, termination practices and much more.
A thorough audit of your HR infrastructure (all files, records, data, forms, processes, procedures, systems and practices) includes an assessment of all pre-hire through termination policies, procedures and practices.
Analyze timekeeping and wage and hour/compensation practices to ensure compliance with FLSA regulation, overtime rules, meal and break requirements, and much more.
Review employee files for compliance recommend new forms and processes.
Audit employee classifications (Exempt vs. Non-exempt) As required, make appropriate recommendations.
Create or revise HR-related forms/templates, create new systems, procedures and processes.
