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Basic Audit of Employment Law Compliance - Audit
of I-9 Form (Verification of Employment Eligibility) –
- Does every employee have a completed I-9?
- Are forms filed along with or separately from the personnel file?
- Are former employee’s I-9s being kept
for the appropriate number of years?
- Are temporary work permits
being tracked systematically?
- Are regulations from
the immigration Reform and Control Act (IRCA) being followed?
- Audit of Pay Practices –
- Is
each position classified into one that is “exempt” from over time; or one that is “non-exempt” from
overtime?
- Are all employees
being paid correctly in accordance with the Fair Labor and Standards Act?
- Does each employee keep a daily
record of hours worked?
- Are the required posters for minimum wage properly displayed?
- Are males and females being paid
in accordance with the Equal Pay Act?
- Are pay increases, promotions and bonus decisions being made in a well-documented,
uniform fashion based on non-discriminatory reasons?
- Audit of Hiring Practices –
- Does the employment application contain language that:
- Protects the employer from charges of discrimination?
- Provides permission for conducting background checks?
- Informs applicant of FCRA legislation?
- Informs
applicant of Drug Free Workplace status (if applicable)
- Protects
employer in case applicant provides false information?
- Is
the job advertisement written in non-discriminatory language?
- Is
there a job description for each position (if applicable, does it meet the ADA requirements?)
- Do interviewers have the necessary skills to be able to obtain enough information to choose the
right applicant without asking unlawful questions?
- Are
interview logs and records of rejected applicants being kept for the proper length of time?
- Are background checks being conducted lawfully?
- If a Drug Free Workplace, does program qualify for decreased workers comp insurance premiums?
- Is there an employee handbook? Or policy manual? How
is it communicated to employees?
- Audit Safety Practices – (11
or more employees)
- Are practices in compliance with requirements
of the Occupational Safety and Health Act?
- Are required safety posters
displayed in proper areas?
- Are annual reports being submitted to OSHA?
- Is there a stated policy regarding weapons in the workplace?
- Is there a safety plan, emergency plan?
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