HR Audits

A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to ensure compliance with ever-changing rules and regulations. An Audit involves systematically reviewing all aspects of human resources, usually in a checklist fashion.

 

Areas reviewed during audits:

• Hiring and Orientation

• Benefits

• Compensation

• Performance evaluation process

• Termination process and exit interviews

• Job descriptions

• Form review

• Personnel file review

 

The purpose of an HR Audit is to recognize strengths and identify any needs for improvement in
the human resources function. A properly executed Audit will reveal problem areas and provide
recommendations and suggestions for the remedy of these problems. Some of the reasons to
conduct such a review include:

• Ensuring the effective utilization of the organization’s human resources

• Reviewing compliance concerns with a myriad of administrative regulations

• Instilling a sense of confidence in management and the human resources function

• Maintaining or enhancing the organization’s and the department’s reputation in the community

• Establishing a baseline for future improvement for the function

 

 

Affirmative Action Plans

A strategic business tool designed to ensure equal employment opportunity by

• Taking proactive steps to attract, hire, promote, and retain protected groups

• Ensuring equal pay for equal work

• Monitoring the workforce to identify areas where protected classes are not fully represented or "utilized," and establishing Good Faith Efforts to move towards full representation

 

Affirmative Action Plan will show the documentation of policies, practices, and procedures that have been established to ensure that all qualified applicants and employees are receiving an equal opportunity for recruitment, selection, advancement, and every other aspect of their employment.

 

I-9 Audits

Why should an employer conduct regular I-9 internal audits?

Employers who fail to fully comply with United States employment eligibility verification process face significant legal, financial and public relations risks. Non-compliance, whether intentional or simply caused by oversight, has severe consequences imposed by the Department of Homeland Security (DHS) and its enforcement agency Immigration and Custom Enforcement (ICE). But DHS enforcement is only the tip of the liability iceberg.

 

An employer's executives, managers and supervisors can face criminal charges for certain company I-9 and EEV violations. These same employer personnel incur similar liability for certain of the company's independent contractor or subcontractor's I-9 violations. Criminal liability means risk of imprisonment.  So let PHRC make sure that your compliant with all employment verifications. 

 

FSLA Audits (Fair Labor Standards Act)

Progressive HR Consulting helps our clients meet the requirements of the FLSA, by reviewing positions’ exempt/non-exempt status, as well as overtime policies and procedures. PHRC utilizes the most current regulations, as well as Department of Labor information to provide best practice recommendations for position classifications. Our team is experienced in applying employment laws and has employment law attorneys to validate classifications when needed.

 

Are your employees classified correctly according to the Fair Labor Standards Act (FLSA)? What kind of impact can it have on your organization if they aren’t?

Although these rules are clear, the difference between exempt and non-exempt positions can be confusing, and misclassification can pose liability to your organization in many forms such as back pay, reclassification and market-competitive compensation adjustments, morale issues and even legal defense fees if suits are filed by employees.

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Policies + Procedures

Effective workplace policies and procedures have never been more important than in today’s challenging, ever-changing business world. It is essential for organizations to have policies and procedures developed and implemented based on best employment practices, if for no other reason than to protect your organization and its employees.

 

But effective policies and procedures offer benefits beyond this – they provide for:

• Uniformity and consistency in decision-making and operations

• Demonstration of the organization’s values

• Quick and efficient action and resolution when a problem occurs

• A framework for business planning

• Direction of the organization despite periods of change

• Assistance with performance assessment and accountability

• Clarification of functions and responsibilities

• Improved communication for employees

• An overall sense of stability and dependability to the workforce

 

PHRC develops both individual policies and procedures for our clients, as well as entire Personnel/Employee Handbooks, all based on industry best practices and in alignment with today’s ever-changing state and federal regulations.

PHRC offers solutions to fit any organization size or need including:

• Review of your current policies and procedures to ensure compliance with the most current regulations

• Development of individual policies and procedures to meet organizational changes

• Development of your entire Personnel/Employee Handbook from start to finish.

 

Employee Investigation

How employers respond to and investigate internal complaints of harassment, discrimination and other misconduct allegations can have a serious impact both legally and practically, affecting employee morale, productivity and workplace culture. PHRC’s Employee Complaints Investigation and Resolution services can help to minimize these potential outcomes.

 

Our services include:

• Conducting investigations and interviews as an impartial representative, experienced in investigation techniques and capable of testifying in court if needed

• Gathering and reviewing of evidence

• Developing policies and procedures for supervisors and employees to ensure standardization as well as a commitment to the protection of your workforce, and to minimize risks associated with discrimination or employer misconduct

• Developing standardized forms and tools to assist with the application of your policies and procedures and ensure appropriate documentation

• Developing and delivering Supervisor and Employee training on relative aspects of your policies and procedures

• Mediating negotiations for resolutions

• Providing recommendations for remedy of the issue within the guidelines of your policies

• Providing recommendations if applicable for company-wide changes to minimize future risks.

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