LEGAL & HUMAN RESOURCES AUDIT
In addition to reviewing your employee handbook, employers should consider a legal audit of all of their human resources policies and procedures.
1. Employee Handbook. Every employer must have a handbook which complies with recent NLRB rulings.
2. Offer Letters of Employment. An offer letter of employment welcomes each new employee to your team. Document all fringe benefits.
3. Electronic Media. Employees may be protected by the 4th Amendment from employer intrusion into their computers. See Tom for an acceptable use policy which allows you to conduct forensic audits of all employee computers.
4. Non-Competition Agreements. Protect your trade secrets.
5. Independent Contractor Agreements. The IRS is aggressively auditing firms for misclassification of workers. Know the 20 question test.
6. Personnel Policies and Legally-Required Documentation: Homeland Security and I-9 Forms. Keep resignation forms and employee disciplinary records.
7. Governmental Compliance: comply with the NLRB, ADA, FMLA, Wage & Hour, OSHA/MIOSHA, and all employment laws.
8. Safety, Health, and Environmental: Ensure that you are in compliance. Is your safety log up to date?
9. Unemployment Compensation Claims: How to lower unemployment costs.
10. Union Free Action Plans: Management training regarding how to stay union free. Be super competitive to defeat union promises.
The Legal and HR audit can help you stay in business and help keep your company out of court, providing cost savings in terms of both time and money.
