Compliance Reviews / Audits


Do you ever wonder whether your policies and procedures comply with appropriate federal and state* laws?

The best way to avoid a lawsuit is to never have it filed. Although nothing can absolutely prevent an employee or former employee from filing a lawsuit against the employer, good sound employment practices that comply with state and federal law can significantly reduce this possibility. Furthermore, legal compliance usually results in no or minimal liability for the employer in the event there is any legal action on the part of an employee or government agency.

The most important aspect of a review is to be thoroughly familiar with current legal requirements. There are a number of sources for these requirements: government posters and websites; various HR publications; and employment attorneys. These should then be compared to both written policies and the day-to-day practices of the company (which may not be the same). If certain individuals are responsible for various aspects of HR policies and practices these people should be identified and properly trained. Employees must be knowledgeable of the requirements and obligations of various employment policies. Proper notice to employees and implementation of all policies should be documented so that it can be proven if necessary. In many cases standardized forms will result in consistent application of the policies.

After reviewing your policies, memoranda, implementation forms and procedures, and other documents and then gathering information from those who implement these policies to determine your company’s actual practices, Employer’s Legal Advisor can provide you with a legally-privileged, CONFIDENTIAL evaluation of your current processes and recommendations for change. For specific types of audits and the subjects covered, click on the topics below.

[*These audits are specifically designed to review compliance with federal and California laws. If your company operates in other states, appropriate modifications will be made to review compliance in those states.]


Hiring and Orientation Process

Wage and Hour Practices

Leaves of Absence

Safety Issues

Terminations

I-9 Audit