Personnel(ly) Speaking
Personnel Management Systems, Inc.
An End of the Year HR Checklist
HAPPY NEW YEAR!
Out with the old – in with the new. This is a great time to conduct an HR check-up:
___ Job Descriptions are not legally required but are very valuable for recruitment, training and performance evaluations.
___ Personnel Forms including Employment Applications should all be reviewed for compliance.
___ Employee Handbooks should be reviewed if more than two years old.
___ Personnel Files should be audited for compliance paying particular attention to I-9 forms.
___ Employment Posters will have to be updated for most employers in 2008.
___ Wage and Hour policies should be reviewed making sure employees are properly classified as Exempt or Non-Exempt; breaks are being properly administered; and permits are in place for minors.
___ Employee Performance Reviews are a really good idea and will be appreciated by your staff.
___ Harassment Prevention Training for all managers, while required in some states, is certainly a “best practice” for all companies.
___ COBRA procedures are complicated and must be reviewed annually for compliance.
___ Employee Safety is a concern for all employers. Depending on the size and type of your company you may need a Safety Committee, Accident Prevention program, Material Safety Data Sheets, CPR-trained employees, First-Aid kits, Personal Protective Equipment, Drug Testing, etc.
___ Grievance or Employee Complaint Procedures are not required but are a good idea if you want to avoid small issues turning into big (expensive) issues.
___ Leave of Absence Policies have become a source of confusion and should be reviewed by all companies. If you have more than 50 employees, compliance with the Family Medical Leave Act (FMLA) should be high on your list.
___ Affirmative Action Plans may be required if you do business with the Federal Government or are a sub-contractor to a company that does.
___ “Comp-time”, “working off the clock”, “no overtime”, “we are all salaried”, “everyone is an independent contractor” are terms used by companies that are often out of compliance with wage and hours laws.
___ Summary Plan Descriptions are most likely required for all your health and welfare plans
___ Checking Employment Reference on New Hires and Conducting Background Checks may be required for some companies but certainly are a “best practice” for all companies.
___ New Hire Reporting is required in most cases for all employers.
Get off to a good start with your employee practices.
Give us a call if you need further assistance on these or any other Human Resource issue.
Personnel(ly) Speaking is a monthly comment on HR issues of importance. It is intended to provide general information and must not be construed as legal advice. Reproductions are allowed as long as credit for this information is given to PMSI. We welcome your comments, questions, and concerns. © PERSONNEL MANAGEMENT SYSTEMS, INC., Corporate Office (425) 576-1900, Colorado Office (720) 497-0200, www.hrpmsi.com.