HR Audit & Assessment Features
Provides an in-depth analysis and evaluation of the specific employment law area you need assistance with
Includes an in-depth review of all related documentation, processes, policies, procedures, training and facilities
Concludes with a full report of our findings, including action steps
Gives you access to industry knowledge and experience you may not have in-house
Delivers a detailed assessment of your compliance level, which can be used for future benchmarking
Our Most Popular HR Audits & Assessments
Family and Medical Leave Act (FMLA) Compliance Assessment
Ensures your FMLA compliance while minimizing the law’s burden to your organization. We’ll create or review your FMLA policy, review open and recent FMLA cases for compliance and assess your overall case management process. Includes training of your HR staff, supervisors and employees on their rights and responsibilities.
I-9 Compliance Assessment
Identifies errors, omissions, and discrepancies in your forms, and suggest corrective actions. Also helps you implement industry best practices and create an I-9 policy or addendum to your hiring policy that ensures you have a documented and effective compliance process.
Wage & Hour Compliance Assessment
Assesses your wage and hour compliance by interviewing key stakeholders, reviewing job descriptions and employee classifications, auditing payroll and time-keeping records, and reviewing your existing policy or helping you develop a new one.
Staffing Agency Compliance Audit
Verifies your staffing agency’s compliance with the Immigration and Nationality Act (INA), the Fair Labor Standards Act (FLSA), and contractual obligations to minimize your company’s liability.
Additional Supplemental Services
- Human Resources Compliance Program
- Live Regulatory Update Service
- FMLA Compliance Training
- Policy & Procedure Review & Development
HR Audit & Assessment FAQs
Who needs to comply with the FMLA?
expand_moreexpand_lessThe FMLA applies to all:
- Private-sector employers with 50 or more employees for 20 or more workweeks in the current or preceding calendar year.
- Publis agencies with any number of employees, including state, local and federal employers and local education agencies (schools).
Why is FMLA compliance critical?
expand_moreexpand_lessGranting leave incorrectly can not only cost your company in productivity, morale, resources and profits, but denying an eligible employee FMLA leave puts your company at risk for a damaging lawsuit.
Who needs to comply with the employment law posting regulations?
expand_moreexpand_lessState and federal employment laws/regulations require all employers with at least one employee to post Employment Law Posters at each of their locations, in an area frequented daily by all employees. State-specific postings vary by state.
Who needs to comply with the I-9 requirements?
expand_moreexpand_lessAll employers, regardless of company size, must have I-9 forms on file for all of their employees.
Who needs to comply with the Fair Labor Standards Act (FLSA)?
expand_moreexpand_lessAny employer with two or more employees and $500,000 or more per year in revenue must comply with the FLSA. Federal contractors may have additional compliance obligations.
Why is compliance with the Immigration and Nationality Act (INA), the Fair Labor Standards Act (FLSA) and specific contractual obligations critical?
expand_moreexpand_lessIf you manage staffing agency employees, liability for violating employment laws does not stop at the temp agency. There is a high likelihood that your company would be named as a defendant in a wage and hour lawsuit.