CONDUCTING AN HUMAN RESOURCES AUDIT

INTRODUCTION

Employment law is an ever-changing field. Your policies and procedures must change with the laws if you hope to avoid litigation. Companies have been told that one of the best ways to avoid employee lawsuits is to have a comprehensive policy manual. That’s good advice, but it’s not enough. You must regularly conduct an employment law and human resources audit to make sure that your policies reflect changes in employment laws.

SAMPLE EXTRACT FROM THE AUDIT

RECRUITMENT AND SELECTION
Job / Position Descriptions	Yes	No
Do they avoid generalities, vague terms, and professional jargon?
Are there physical requirements that don’t have a direct correlation to the job you’re describing?
Is there any language that could be considered sexist?
Do they consolidate job responsibilities and list the most important ones first?
Is there any language that discriminates against older employees?
Are unessential requirements listed that could block the hiring of a person with a disability?
Do they describe what is to be accomplished, rather than the method for performing the job?
Are undesirable working conditions, such as worksite temperatures, noise levels, gases, fumes, or hazardous materials, and space restrictions listed?
Are required interpersonal skills explained?

 

FURTHER IN THIS DOCUMENT - SUBSCRIBERS ONLY

• Preliminary Steps
• Goals of the Audit
• Areas to Audit
• Sample Questions
• Recruitment and Selection
• Job Descriptions
• Employment Application Forms
• Employment Contracts
• References
• Employee Evaluation
• Performance Appraisals
• Promotions
• Workplace Discipline
• Rule infractions (Misconduct)
• Poor Performance
• Suspensions
• Terminations
• Post- Terminations

 

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