This evaluation is designed to highlight the importance of having your HR “ducks” in a row. If you find yourself answering No or Not Sure to any of these questions your organization is in need of HR support!
Does your organization have the most updated Federal/State posters as required by law?
Are you confident that you are maintaining the correct documents in your organization's personnel files?
Are you using the most current I-9 form?
Do you file the I-9 form in the employee's personnel file?
Are you providing rest and meal periods according to your appropriate Wage Order?
Does your organization utilize an Employee Handbook?
If your organization does, do you feel confident that your policies are up to date with changes in the law?
Are you confident that your employee application does not ask any illegal questions?
Is your organization legally required to have members of management attend Sexual Harassment training?
If so, have all required employees attended the training within the timelines specified?
If you have less than 50 employees, has at least one member of your management team attended a Harassment Training course?
Does your organization have job descriptions?
Are you confident that the job descriptions are ADA compliant?
Are the job descriptions written in such a way as to support FLSA decisions?
Do all employees who are considered exempt from overtime compensation meet the applicable criteria as executive, administrative, professional, computer professional, or outside salesperson?
Does Family Medical Leave apply to your organization?
If so, are you confident that your organization is in compliance? Is your organization clear on where other laws overlap with FMLA and CFRA leaves?
In addition to FMLA, is your organization familiar with the Pregnancy Disability Leave and Paid Family Leave?
Are you familiar with all the leaves laws that an employer may be required to offer in California?
As an employer, do you know when you are required to provide an employee COBRA information?
Does your organization have a workplace Injury and Illness Prevention Program?
Are your commission agreements clearly stated in writing?
Does your organization offer an Alternative Work Schedule? If so, does it comply with all of the related DLSE regulations?
Does your organization utilize a Disciplinary Policy or Progressive Counseling Policy?
Is your organization in compliance with the Wage Theft Protection Act?
Are you uncertain of your answers? Did you answer No or Not Sure to any of the questions? If so, SDEA can help!
Organization Name: *
Contact Name: *
*This self-audit is not intended to be a comprehensive list of every potential area of liability for an employer, but rather a substantial list of the primary areas of concern that most employers have based on recent claims and legal actions. One of our HR consultants will contact you to discuss your results and any HR concerns or questions you may have. If you need immediate assistance please call us at 858.505.0024.
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