The document discusses the importance of conducting periodic HR audits to assess compliance with employment laws and identify areas for improvement. It notes that audits help catch errors before government agencies and potentially reduce liability risks. The summary describes the key components of an audit, including interviews with management and employees, document reviews, and developing an action plan to address any issues identified. The audit process is presented as a learning tool to maintain legal compliance and HR best practices.
Review and verification of completed transactions to see whether they represent a true state of affairs of the business or not
Examination and evaluation of accounts and records
HR audit refers to an examination and evaluation of policies, procedures and practices to determine the effectiveness and efficiency of HRM
HR audit is a tool which helps to assess effectiveness of HR functions of an organization
Focus on analysing and improving
To reveal the strength and weakness
An HR audit is a means of assessing a company's level of compliance with federal and state laws that measures the effectiveness of your HR policies and practices. In this webinar we will discuss employee relations, employee classification, job descriptions, and the interview process.
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Review and verification of completed transactions to see whether they represent a true state of affairs of the business or not
Examination and evaluation of accounts and records
HR audit refers to an examination and evaluation of policies, procedures and practices to determine the effectiveness and efficiency of HRM
HR audit is a tool which helps to assess effectiveness of HR functions of an organization
Focus on analysing and improving
To reveal the strength and weakness
An HR audit is a means of assessing a company's level of compliance with federal and state laws that measures the effectiveness of your HR policies and practices. In this webinar we will discuss employee relations, employee classification, job descriptions, and the interview process.
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Learn from Donna Miller, instructor and HR consultant how to conduct an human resources audit for you company. This will help you make sure you are in compliance for your organization.
HR audit is an overall quality control check on human resource activities in a division or company and how those activities support the organization’s strategy. A human resource audit evaluates the personnel activities used in an organization. The audit may include one division or entire company.
This power point present the research finding of Human Resources Audit. It examining the policies, documentation, systems, and practices with respect to an organization’s HR function. It reveals the strength and weaknesses in the human resources system, and all issues, which need resolution.
HR audit helps in assessing the contribution of the human resource processes to the organization and take improvement measures. It is like an regular health check-up which instills a sense of confidence in the management and the HR functions of an organization.
It ensures that one’s HR process is functioning effectively, compliant with local laws and is linked to organization’s strategic goals.
Learn from Donna Miller, instructor and HR consultant how to conduct an human resources audit for you company. This will help you make sure you are in compliance for your organization.
HR audit is an overall quality control check on human resource activities in a division or company and how those activities support the organization’s strategy. A human resource audit evaluates the personnel activities used in an organization. The audit may include one division or entire company.
This power point present the research finding of Human Resources Audit. It examining the policies, documentation, systems, and practices with respect to an organization’s HR function. It reveals the strength and weaknesses in the human resources system, and all issues, which need resolution.
HR audit helps in assessing the contribution of the human resource processes to the organization and take improvement measures. It is like an regular health check-up which instills a sense of confidence in the management and the HR functions of an organization.
It ensures that one’s HR process is functioning effectively, compliant with local laws and is linked to organization’s strategic goals.
Ensure the smooth flow of your business by choosing the appropriate legal structure, obtaining permits and licenses, and protecting business assets. Although formal legal advice cannot be offered, this workshop will provide guidelines for your new venture.
Jennifer Hoenig, Senior Associate, West Hill Technology Counsel; Megan Taylor, Of Counsel, West Hill Technology Counsel
In this webinar you will be able to understand purpose and definition of Fair Labor Standards Act. We will cover minimum wage and overtime requirements and exemptions. Ways to properly determine overtime eligibility as well as understanding the employer responsibilities under FLSA and learn best practices on defending against FLSA claims or lawsuits.
Office of Federal Contract Compliance Programs (OFCCP) Updates
•Developing Quality Data
•Analyzing and Presenting Data
•Communicating with the OFCCP
•Preparing for an On-site Visit
HR Generalist Practical Training with 100% placementGrabit HR
In the present day, conventional qualification alone cannot be the key to employment. To bridge the gap between the industry demands and academic supply, Dream Jobs has introduced “Skill based professional programs" after an extensive research and survey on emerging service sectors.
Services:-
Ø STATUTORY & LEGAL COMPLIANCES: EPF,ESIC,BONUS,GRATUITY
Ø DESIGINING OF SALARY BREAKUP ON CTC CONCEPT.
Ø DESIGINING OF SALARY BREAKUP ON GROSS CONCEPT.
Ø SALARY SLIPS
Ø ATTENDANCE& LEAVE MANAGEMENT
Ø PAYROLL PROCESSING
Ø MIS EXCEL IN ADVANCE
Ø “5”S
Ø PMS,EMPLOYEE RELATION ,EMPLOYEE ENGAGEMENT
Ø HR REGISTERS,HR POLICIES,GALLOP TWELVE QUESTION
Ø KRA’s, HR JARGONS
Ø JOINING &EXIT FORMALITIES,RECUIRTMENT,T&D
Ø FACTORIES ACT,LABOUR LAWS,MINIMUM WAGES ACT
Ø ATTRITION&RETENTION,COMPETENCY MAPPING
November 10, 2008, Delhi: - Grabit HR is providing Practical training in HR. When hiring key employees, there are only two qualities to look for: judgments and taste. A Practical Forms with an Each Forms Complete Exposure in All aspect of HR. We Having A Professional Team Of Corporates Faculties With Highly Experienced in Delhi ncr, south ex, Noida, Kanpur, Lucknow, Ghaziabad, Meerut, Greater Noida, Mathura Just call on 9654840724 , 9015456062 , 9650873090 , 9650875135.
Grabit HR, HR generalist institute provide training to freshers and as well as to the professionals who wants to grab complete practical knowledge related to Human Resource Generalist profile. Many of our students are already working in corporate office holding the positions of HR Executive, Senior HR Executive, HR Manager and Head HR. Grab IT HR believes in scheduling interviews for the students till they get placed, we feel proud to see our students holding the best HR Generalist position in corporate world.
#hrgeneralisttraininginDelhincr #hrgeneralisttraininginsouthex #hrgeneralisttraininginnoida #hrtraininginnoida #hrtrainingindelhi #hrtraininginsouthex #hrtrainingindelhincr #payrollhrtrainingindelhi #payrollhrtrainingindelhincr #payrollhrtraininginnoida #payrollhrtraininginsouthex #statutorycompliancestrainingindelhi #statutorycompliancestrainingindelhincr #statutorycompliancestraininginsouthx #statutorycompliancestraininginnida #besthrtrainingindelhincr #besthrtraininginnoida #corporatehrtrainingindelhi #corporatehrtrainingindelhincr #corporatehrtraininginnoida #corporatehrtraininginsouthex
Many of our students are placed by us and are working in reputed companies NCR and other cities, we believe in arranging the interviews of the best companies till the students are placed.
Contact Us :- Corporate Office :-
B -50 south Ex. Part 1 Near Bengali Sweets Delhi (INDIA)
Call Us :- 9654840724 , 9650873090 , 9650875135
Noida Branch :-
1. Rameshwar Dayal Complex , 3rd Floor Plot No-11 DND Road sec-22 Noida, opposite Rajkiya Inter College
URL :- http://grabithr.com
HR Generalist Practical Training with 100% placementGrabit HR
In the present day, conventional qualification alone cannot be the key to employment. To bridge the gap between the industry demands and academic supply, Dream Jobs has introduced “Skill based professional programs" after an extensive research and survey on emerging service sectors.
Services:-
Ø STATUTORY & LEGAL COMPLIANCES: EPF,ESIC,BONUS,GRATUITY
Ø DESIGINING OF SALARY BREAKUP ON CTC CONCEPT.
Ø DESIGINING OF SALARY BREAKUP ON GROSS CONCEPT.
Ø SALARY SLIPS
Ø ATTENDANCE& LEAVE MANAGEMENT
Ø PAYROLL PROCESSING
Ø MIS EXCEL IN ADVANCE
Ø “5”S
Ø PMS,EMPLOYEE RELATION ,EMPLOYEE ENGAGEMENT
Ø HR REGISTERS,HR POLICIES,GALLOP TWELVE QUESTION
Ø KRA’s, HR JARGONS
Ø JOINING &EXIT FORMALITIES,RECUIRTMENT,T&D
Ø FACTORIES ACT,LABOUR LAWS,MINIMUM WAGES ACT
Ø ATTRITION&RETENTION,COMPETENCY MAPPING
November 10, 2008, Delhi: - Grabit HR is providing Practical training in HR. When hiring key employees, there are only two qualities to look for: judgments and taste. A Practical Forms with an Each Forms Complete Exposure in All aspect of HR. We Having A Professional Team Of Corporates Faculties With Highly Experienced in Delhi ncr, south ex, Noida, Kanpur, Lucknow, Ghaziabad, Meerut, Greater Noida, Mathura Just call on 9654840724 , 9015456062 , 9650873090 , 9650875135.
Grabit HR, HR generalist institute provide training to freshers and as well as to the professionals who wants to grab complete practical knowledge related to Human Resource Generalist profile. Many of our students are already working in corporate office holding the positions of HR Executive, Senior HR Executive, HR Manager and Head HR. Grab IT HR believes in scheduling interviews for the students till they get placed, we feel proud to see our students holding the best HR Generalist position in corporate world.
#hrgeneralisttraininginDelhincr #hrgeneralisttraininginsouthex #hrgeneralisttraininginnoida #hrtraininginnoida #hrtrainingindelhi #hrtraininginsouthex #hrtrainingindelhincr #payrollhrtrainingindelhi #payrollhrtrainingindelhincr #payrollhrtraininginnoida #payrollhrtraininginsouthex #statutorycompliancestrainingindelhi #statutorycompliancestrainingindelhincr #statutorycompliancestraininginsouthx #statutorycompliancestraininginnida #besthrtrainingindelhincr #besthrtraininginnoida #corporatehrtrainingindelhi #corporatehrtrainingindelhincr #corporatehrtraininginnoida #corporatehrtraininginsouthex
Many of our students are placed by us and are working in reputed companies NCR and other cities, we believe in arranging the interviews of the best companies till the students are placed.
Contact Us :- Corporate Office :-
B -50 south Ex. Part 1 Near Bengali Sweets Delhi (INDIA)
Call Us :- 9654840724 , 9650873090 , 9650875135
Noida Branch :-
1. Rameshwar Dayal Complex , 3rd Floor Plot No-11 DND Road sec-22 Noida, opposite Rajkiya Inter College
URL :- http://grabithr.com
G&A Partners Webinar: Legal Pitfalls to Avoid During the Hiring ProcessG&A Partners
f you’ve had any experience hiring employees, you know that there’s no shortage of things that can go wrong during the hiring process: you might miss out on the best candidate; you might hire someone who doesn’t fit in to your organization, or, worst of all, you might say or do something that leaves you and your employer open to a lawsuit. While no company’s hiring process is perfect, by implementing and following carefully constructed hiring policies and procedures, you can ensure that both you and your employer are protected from costly litigation.
This webinar, hosted by Sean O’Donnell, one of G&A Partners' experienced HR advisors, explains how to avoid some of the most common pitfalls of the hiring process, including:
• Labor and employment laws associated with each stage of the hiring process;
• How to create and enforce legally compliant hiring policies and procedures;
• How to improve your hiring process while protecting your organization from discrimination charges.
What's Going on in Labor and Employment Law: 2016 and BeyondG&A Partners
What’s trending in the world of human resources compliance? Get the inside scoop on the hottest topics in labor and employment law from a board-certified expert in this fast-paced webinar program.
How to Respond to Active Shooter Incidents in the Workplace G&A Partners
Over the past few months, coverage of mass shootings at Umpqua Community College in Roseburg, Oregon, and the Inland Regional Center in San Bernardino, California, has gripped the country and shone a national spotlight on what law enforcement calls “active shooter incidents.” According to a report released by the FBI, the most likely places for an active shooter incident to occur are commercial businesses, a fact that has many employers worried about the safety of their employees and customers.
Helping Employees Find a Work-Life BalanceG&A Partners
It’s no secret that the composition and needs of today’s workforce is completely different than that of 50 years ago, or even 20 years ago. With so many more demands on their time, it’s no wonder that the majority of employees struggle to balance their personal and professional responsibilities. Why should employers care? Employees who feel overworked are generally unhealthier, unhappier, less productive and more prone to absenteeism than employees who have achieved a work-life balance, and can negatively impact an organization’s overall performance.
G&A Webinar: Religion in the Workplace: January 2016 G&A Partners
Today's workforce is made up of individuals with varying and sometimes conflicting opinions about appropriate religious expression, particularly in the workplace. Because religion can be so deeply personal, disagreements tend to be uncomfortable, especially when emotions run high. In this atmosphere, employers may face challenging questions as they attempt to balance the rights of employees and the needs of the business, and be uncertain of what actions or policies they can and cannot implement to address the issue of religion.
Join us for a free webinar on Thursday, January 28 at 11 a.m. CST as Sean O’Donnell, one of our experienced HR advisors, explores the dos and don’ts of how to handle religion in the workplace.
Attendees of this free webinar will:
• Learn about the legal background of this issue, including federal regulations, case law and best practices;
• Explore an in-depth look at all issues of religion in the workplace: discrimination, harassment, accommodation and inclusion; and
• Come away with knowledge and practical strategies to deal with situations that may arise concerning religion in the workplace.
In this webinar, our HR expert reviewed the purpose and definition of the Family Medical Leave Act (FMLA), the rights and responsibilities of both employees and employers under FMLA, as well as how to recognize potential reasons for covered leave and what necessary steps you can take as outlined under FMLA.
In the work-centered world that we live in today, employees can more easily face burnout. Not only does this lead to detrimental mental, physical, and emotional health issues for the employee, it also has the potential to adversely impact the quality of their work, the work environment, and the overall business as a whole. This webinar covers risk factors that lead to burnout, how to identify burnout in employees, and how to mitigate the circumstances that can lead to burnout.
Preparing For The Affordable Care Act In 2016G&A Partners
Two of G&A Partners' Health Care Reform Specialists review potential strategies heading into 2016 that employers can use to ensure your business remains compliant with the employer provisions and mandate of the Affordable Care Act.
Discussion topics will include:
> The changes going into effect next year for employers with 50 or more full-time equivalent employees.
> The pending IRS reporting requirements employers will need to comply with.
> G&A Partners' ACA compliance tools and services.
Taking time to set and communicate performance objectives seems to overwhelm all managers at one point or another. In this webinar, Denise Macik, one of G&A Partners’ HR experts, will discuss the purpose of effective expectation discussions, how set performance goals and communicate them with your team, and provide guidance on how to handle tough situations that may happen during a discussion about performance.
Best Practices When Issuing Discipline and TerminationsG&A Partners
If you ask any manager what their least favorite part of their job is, odds are one of the top answers will be about firing or reprimanding employees. Having to terminate or discipline an employee is perhaps one of the most uncomfortable and unpleasant parts of being a manager. In this webinar, Sean O'Donnell, one of G&A Partners' HR experts, will talk about some best practices and potential legal pitfalls for managers when issuing employee disciplinary actions and terminations.
Building an effective safety culture editsG&A Partners
Join us as we offer proven solutions and techniques that encourage company-wide buy in for your safety initiatives. We will discuss the benefits of empowering your employees to take personal responsibility for their own safety, as well as the safety of those around them. Topics will include incentive programs, visual safety, and behavioral-based safety programs.
The traditional model for performance appraisals is proving to cause more problems than employers intended. Studies show that performance appraisals typically yield skewed results, have the ability to psychologically impact the employees, and are time-consuming with little ROI. In this webinar we will discuss:
• Specific problems with the traditional performance appraisal system affecting employees, managers, and the organization as a whole
• Effective tools that have been proven to accurately measure performance with valid outcomes
• Why employers should move away from the traditional performance appraisal model and move towards the performance management model
Recruitment Process Outsourcing WebinarG&A Partners
Host: Jose Laurel - Director of Recruitment Services G&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
G&A Partners Webinar - Respect in the workplaceG&A Partners
Maintaining respect and civility is a key component of creating a positive work environment. In this webinar, Vance Daniels, SPHR, will discuss how to identify and deal with conflict, harassment and discrimination, and what supervisors can do to promote respect in the workplace.
Resolving interpersonal conflict in the workplace
Recognizing and reporting harassment & discrimination
Handling complaints and taking corrective action
Professional Employer Organizations: Keeping Turnover Low and Survival HighG&A Partners
In the 2013 report, “Professional Employer Organizations: Fueling Small Business Growth,” a comprehensive analysis of existing economic data showed that small businesses in PEO arrangements have higher growth rates than other small
businesses, and small business executives who use PEOs are better able to focus their attention on the core business. In further exploring the impact of PEOs and their potential to help small businesses better meet the challenges of today’s
demanding economic conditions, this follow-up study examines employee turnover and business survival rates for businesses using PEOs and compares them to national data available from the U.S. Bureau of Labor Statistics (BLS). Applying a variety of different data specifications, we consistently found that PEO clients have lower employee turnover rates and lower rates of business failure than comparable national averages, after controlling for factors such as industry, size, and state of location.
Please join us for a G&A sponsored webinar with our outside counsel and nationally recognized expert on the Affordable Care Act, Seth Perretta of Groom Law Group, Chartered. Seth Perretta, who is located in Washington, DC and represents many employers and insurers (as well as the American Benefits Council (ABC) and America’s Health Insurance Plans (AHIP)), will provide an overview of what employers should be thinking about in 2015 with respect to the ACA. Seth will discuss, in part, the following:
Immediate issues of concern for employers who need to comply with the employer mandate as of January 1, 2015
Pitfalls for small employers with respect to the ACA, including compliance risks associated with small employers seeking to reimburse employees for their out-of-pocket medical expenses, including individual insurance premiums
The future of the high-cost “Cadillac Tax” provision and its likely effects on employer plans
The Supreme Court’s highly anticipated decision in King v. Burwell, and its potential to dismantle the ACA
Recent legislative activity related to health reform back in Washington, DC and the likelihood that this activity will lead to changes in the rules that govern your employer benefit plan offerings
Avoiding Unwanted Scrutiny Against Unemployment Insurance LawsG&A Partners
New conditions by the Federal government require all states to pass legislation to punish employers (or their agent’s) for demonstrating a pattern of failure to adequately respond to state UI information requests.
Employer responses to unemployment insurance claims is no longer a situation in which they can choose not to respond, but rather a requirement that must be performed by employers in order to be in compliance with these changes.
This webinar serves to educate the participants in explaining how and why this action by the federal government occurred and how to respond to these new changes.
In the past, in-house human resources professionals and Professional Employer Organizations (PEOs) have had a rocky relationship. The main cause of this rift has been the belief that PEOs are out to replace in-house HR. G&A Partners, a Texas-based PEO, takes a closer look at this long-held - but completely false - myth, and explains why HR professionals should embrace, not fear, the services that Professional Employer Organizations offer.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
1. The
HR
Audit:
A
Periodic
Review
of
Your
HR
Prac6ces
Nancy
Edwards
2. Before
we
get
started…
• I
am
not
an
aAorney
• This
material
is
not
legal
advice
• This
presenta6on
is
not
a
subs6tute
for
experienced
legal
counsel
4. Why
Do
a
Compliance
HR
Audit
• Proac6ve
-‐
Catch
errors
before
a
governmental
agency
does
(i.e.
DOL,
EEOC)
• Poten6ally
reduce
the
risk
of
lawsuits
5. What
is
an
HR
Audit?
• A
means
of
assessing
the
level
of
compliance
with
federal
and
state
laws.
• A
means
of
measuring
the
effec6veness
of
your
HR
policies
and
prac6ces.
• The
key
to
an
audit
is
to
remember
it
is
a
learning
or
discovery
tool,
not
a
test.
• There
will
always
be
room
for
improvement
in
every
organiza6on.
6. What
does
HR
Audit
Include
•
•
•
•
•
•
•
•
•
Compliance
and
Recordkeeping
Compensa6on/Salary
Administra6on
Employment/Recrui6ng
Termina6ons
Files/Record
Maintenance/Technology
Employee
Rela6ons
Training
and
Development
Communica6ons
Policies
and
procedures
(including
employee
handbook)
7. The
HR
Audit
Process
Includes:
• Management
Interviews
(informal)
• Issues
that
require
immediate
aAen6on
• Management
skill
levels
• Resistance
level
• Employee
Interviews
(informal)
• Cross
sec6on
of
all
employees
• Employee
issues
(i.e.
morale,
reten6on)
• Company
has
no
obliga6on
to
adopt
all
sugges6ons
8. The
HR
Audit
Process
Includes:
• Document
Review
• Legal
compliance
• Recordkeeping
requirements
• Efficiency
and
effec6veness
• Consistency
• Employee
Handbook
Review
• Legally
compliant
• Clear
communica6on
• Nondiscriminatory
and
appropriate
• Viola6ons
properly
documented
9. The
HR
Audit
Process
Includes:
• Review
Current
and
Poten6al
Legal
Ac6ons
• Mee6ng
legal
requirements
• Improved
management
training
• Revision
of
policies
and
prac6ces
10. Problems
Iden6fied
and
Correc6ve
Ac6on
• Findings
• Applicable
laws
and
prac6ces
• Penal6es
and
risks
• Recommenda6ons
11. Ac6on
Plan
• Must
be
realis6c
and
achievable
• Desired
results
must
be
iden6fied
• Assign
accountability
• Target
dates
13. Exempt
Employees
• Execu6ve
• Administra6ve
• Professional
• Outside
sales
• Some
computer
professionals
• Salary
of
$455
per
week
14. Exempt
Employees
cont’d
• Fewer
rights
under
FLSA
• Receive
full
amount
of
base
salary
in
work
period
(less
any
permissible
deduc6ons)
• May
be
required
to
punch
a
clock
• May
be
required
to
make
up
missed
6me
• May
work
unlimited
number
of
hours
15. Non-‐Exempt
Employees
• Must
be
paid
at
least
$7.25
for
the
first
40
hours
worked
in
a
week
(check
specific
state
law
for
higher
minimum
wage)
• Must
receive
over6me
rate
of
at
least
6me
and
one-‐half
their
regular
rate
of
pay
for
all
hours
worked
over
40
in
a
workweek
(check
specific
state
law
for
more
stringent
requirements)
• Cannot
waive
their
rights
to
over6me
16. Non-‐Exempt
Employees
• May
be
paid
on
an
hourly
basis,
a
salary
basis,
or
piece
rate
basis
as
long
as
they
receive
at
least
minimum
wage
for
all
hours
worked
and
the
appropriate
over6me
• Must
have
a
6mekeeping
mechanism
• Private
sector
–
NO
COMP
TIME!
17. Independent
Contractors
• Self-‐employed
• Not
just
one
customer/has
customer
base
• Responsible
for
own
taxes
and
expenses
• No
employer
direct
control
• No
benefits
18. FLSA
-‐Liability
• WHD
review
prior
2
years
• 3
years
if
willful
• Possible
criminal
prosecu6on
• Li6ga6on
20. Recordkeeping/
Non-‐Exempt
• Basis
on
which
employee’s
wages
are
paid
(e.g.
“$10
per
hour”)
• Total
daily
or
weekly
straight-‐6me
earnings
• Over6me
worked
and
paid
• Deduc6ons
• Wages
for
each
pay
period
• Date
of
payment
and
pay
period
covered
by
payment
21. Recordkeeping
/
Exempt
• Name
• Address
• Social
Security
Number
• Date
of
Birth
• Gender
• Occupa6on
• Time
of
day
and
day
of
week
on
which
the
employees
workweek
begins
• Total
wages
paid
for
each
pay
period
• Date
of
payment
and
the
pay
period
by
each
payment
• PTO
23. Personnel
Files
• What
should
be
in
a
personnel
file
• Employment
•
•
•
•
•
•
•
•
Employment
Applica6on
/
Employment
Offer
Handbook
Acknowledgment
Resume
Performance
Reviews
Training
and
Development
Documents
Termina6on
Form
Job
Descrip6on
Exit
Interview
24. Personnel
Files
• What
should
be
in
a
personnel
file
•
Benefits
• Vaca6on
Request
• Request
for
Non-‐Medical
Leave
of
Absence
• Tui6on
Reimbursement
Documents
25. Personnel
Files
• What
should
be
in
a
personnel
file
• Payroll
•
•
•
•
•
•
•
W-‐4
Form
Timesheets
AAendance
Records
Garnishment
Orders
Authoriza6on
for
Payroll
Deduc6ons
Compensa6on
History
Records
Status
Change
Documents
26. Personnel
Files
• What
should
be
in
a
personnel
file
• Employee
Rela6ons
• Report
of
Coaching/Counseling
Sessions
• Commenda6ons
and
Awards
• Disciplinary
Documents
27. Personnel
Files
• What
should
NOT
be
in
a
personnel
file
• Medical
Records
•
•
•
•
•
Physical
Examina6on
Diagnos6c
Records
Lab
Results
Drug
Tes6ng
Results
Any
other
medical
records
with
personally
iden6fiable
informa6on
about
the
employee
28. Personnel
Files
• What
should
NOT
be
in
a
personnel
file
cont’d
• Inves6ga6on
Records
• Accusa6ons
of
legal
and/or
policy
viola6ons
• Discrimina6on
complaints
and
inves6ga6on
• Clearance
Inves6ga6on
Records
• Background
check
informa6on
(including
criminal
history,
credit
history)
• Opinions
• Notes
on
documents
indica6ng
management
bias
or
discrimina6on.
For
example,
“He
is
too
old
for
the
job.”
29. Reten6on
and
Storage
• Varies
depending
on
document
• Follow
Federal
Record
Reten6on
Guidelines
• Hardcopy
storage
• Paperless
storage
• Destroying
documents
31. Pos6ng
Requirements
• Federal
Requirements
•
•
•
•
•
•
Fair
Labor
Standards
Act
(FLSA)
Occupa6onal
Safety
and
Health
Administra6on
(OSHA)
Polygraph
Protec6on
Act
Equal
Employment
Opportunity
(EEO)
Family
and
Medical
Leave
Act
(FMLA)
Uniform
Services
Employment
and
Reemployment
Rights
Act
(USERRA)
32. Pos6ng
Requirements
• State
of
Texas
Requirements
• Texas
Workers
Compensa6on
No6ce
• Texas
Payday
Law
• Employer
No6ce
of
Ombudsman
Program
• Texas
Child
Labor
Laws
• Texas
Equal
Employment
Opportunity
33. Pos6ng
Requirements
• Compare
federal
and
state
laws
to
your
company
policies.
• Use
as
guide
when
crea6ng
company
policies.
• Place
posters
in
a
conspicuous
loca6on.
• Remember
your
non-‐English
speaking
employees.
34. Conclusion
• Learning
and
discovery
tool,
not
a
test.
• There
will
always
be
room
for
improvement
in
every
organiza6on.
• Contact
G&A
Partners
if
you’d
like
more
informa6on
on
an
HR
audit.
35. Contact
info
Nancy
Edwards,
SPHR
G&A
Partners
713-‐784-‐1181
info@gnapartners.com
*
Today’s
recording
and
slides
will
be
posted
on
the
G&A
website
by
Friday.