Learn how HR can better gauge the effectiveness of its functions and programs, frequent compliance issues, tips on solutions for minimizing risks.

1. The Saving Grace of Internal HR Audits
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2. Description :
In today’s competitive climate, companies must operate within the confines of
a heavily-regulated environment. Given the fact that many HR departments are
both understaffed and overworked, being proactive by purchasing liability
insurance is good however, being pre-emptive is even better.
As a professional, you are faced with the challenge of finding legal pitfalls in your
current HR policies and practices… before an aggressive attorney or a Labour
Department investigator does! HR audits are a vital part of a comprehensive
strategy to help avoid those areas of concern that may need immediate attention,
identify gaps in practices, and help achieve and maintain a world-class
competitiveness in key HR practice areas.
Just as regular audits help companies ensure proper financial practices, audits can
be valuable tools in assessing HR policies and practices and ensuring that the
company maintains a safe and respectful work environment.
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3. Objectives :
• How is your HR Department doing? How do you know? Noncompliance problems can be,
and frequently are, the basis for significant financial risk. Answer these questions:
• Would your company pass an I-9 Audit?
• Do you provide the correct COBRA information at the right time?
• Do you understand records retention requirements for the various aspects of the
function?
• Do you know what candidate information you must focus on retaining?
• How are FLSA policies applied and documented?
• Do you provide the appropriate employee access to employment laws?
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4. • How is your HR department doing? Noncompliance problems can be, and
frequently are, the basis for significant financial risk. Can you answer these
questions:
• Do you provide the correct COBRA information at the right time?
• Do you understand records retention requirements for the various aspects of the
function?
• Do you know what candidate information you must focus on retaining?
• How are FLSA policies applied and documented?
• Do you provide the appropriate employee access to employment laws?
• If you are having trouble answering these questions, you are at risk for legal
liability. The worst case scenario is finding out in retrospect what you should have
done to prevent the often hefty costs for noncompliance with these current HR
issues.
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com

5. Who Can Benefit :
•Vice Presidents
•Directors
•HR Managers
•HR Administrators
•Employment and Employee Relations
Managers
•Recruiters
•Supervisors
•Auditors
•Financial Managers and Analysts
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com

6. Connect With Us
www.onlinecompliancepanel.com
www.onlinecompliancepanel.com | 510-857-5896 | customersupport@onlinecompliancepanel.com