When you have a growing business, it’s important to know that State and Federal liabilities continually grow as payroll increases.
At HR NOLA, it’s our job to stay on top of changing HR regulations so you don’t have to! Our extensive Culture & Compliance Audit checks over 300 different variables to see how your business stacks up against state and federal regulations and best practices.
Once we complete your audit, we then lay out a plan for your “HR Roadmap to Success,” which you can perform internally, or engage us to implement.
How We Work
Our culture and compliance audit is extensive and takes between four and six weeks to complete. This time breaks down into four different phases.
First, we review your intake of business practices and identify your business priorities. This helps to set our priorities for the rest of the audit.
Our data gathering phase is completed in person and typically takes 3-5 days. We will be on-site to research and collect information relevant to major areas of employment.
Our next step is to perform supplementary analysis of information and associated risks to see where your business needs to focus their efforts moving forward.
Audit Report and Presentation:
Finally, we present the audit summary to leadership with all compliance risks, as well as additional opportunities for improvements and best practices.
Risks will be rated as:
High priority (Needs immediate attention).
Medium priority (Needs attention in the next three to six months).
No noted areas of improvement needed (Full compliance).
Business functions we will Assess
In our extensive audit we get into the nitty-gritty of your business functions to make sure they are both compliant and effective for your business. We dive into the following functions.
Checking if your company policies, procedures, and actions within a process are in violation of standard laws and regulations.
The process employers use for finding and hiring new employees.
The effort given to manage the relationship between employee and employer.
The tools available to an employer used to attract, motivate, and retain employees.
Identification of potential threats to a business due to the human element.
The underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.
Policies and procedures in place to ensure the safety and health of employees.
HR Questions We Help You Answer
Are you paying your people correctly; FLSA exempt versus nonexempt, hourly vs salary, overtime and commissions accounted for?
Are your Form I9’s legitimate?
What’s in your handbook and what’s in your personnel files?
What’s your policy on Harassment – Do your employees know?
How often are your managers trained on lawful interviewing techniques?
How do your managers resolve workplace conflicts and performance challenges?
Are your job descriptions ADA and EEO compliant?
What does your Employee Onboarding process look like?
Are your employees eligible for benefits and are your total rewards competitive?
Are you handling leave of absence requests legally?
How do your employees really feel about your workplace environment?
Do your managers know how to legally terminate an employee?