 |
| Audit Excerpt (29 Questions) |
| 6. Have you conducted any employee
surveys during the last two years? |
|
|
| 15. Do you intend a merger,
acquisition or dissolution of any portion or subdivision of your company at any
time in the near future? |
|
|
| 20. Do you have a policy for the
reporting of illegal or unethical activity? |
|
|
| 26. Do you include contingent workers
in your safety training programs and maintain a record of their illnesses and
injuries? |
|
|
| 32. Do you have a formal procedure for
managing home based workers? |
|
|
| 35. Do all independent contractors you
hire have their own tax I.D. number, and business license and place of
business? |
|
|
| 38. Are your employment advertisements
non-discriminatory and gender neutral? |
|
|
| 44. Are all tests you conduct job
related & validated based on actual job performance? (The test must be a
valid predictor of the applicant’s success at performing the job in question) |
|
|
| 52. Do you obtain a reference and
background check release from the applicant? |
|
|
| 61. Do you have clearly defined
employee classifications (i.e., full time, part time, exempt, non-exempt,
etc.)? |
|
|
| 70. Are your salaried, non-exempt
employees paid overtime? |
|
|
| 82. Does your
sales compensation program clearly spell out when a commission is "earned" and
what happens to uncollected commissions after an employee leaves the job? |
|
|
| 87. Do you keep personnel file drawers
locked up and limit access to them only on a "need to know" basis? |
|
|
| 101. Do you make sure that employees
sign and acknowledge having read their performance appraisals? |
|
|
| 110. Does your investigation procedure
include the following: Factual summary of the complaint; identification of
persons interviewed; statements obtained under penalty of perjury; findings
issued; communication of findings to those on a "need to know" basis; follow-up
and monitoring and finally, personnel systems improvement? |
|
|
| 115. Do you maintain statistics
regarding hired employees related to age, sex, race, nationality, disability
status, religion or veteran status? |
|
|
| 129. Do you conduct any training
regarding the issue of age discrimination? |
|
|
| 133. Does your employee handbook
contain policies for the following subject matters: "At-will" employment; list
of desired conduct; list of prohibited conduct; drug and alcohol use;
progressive discipline; arbitration agreement or other alternative dispute
resolution mechanism; moonlighting; conflicts of interest; sexual harassment
and discrimination prevention; family and medical leave; pregnancy leave; jury
leave; grievance mechanism; disability accommodation and leave; acknowledgment
of receipt (provided & signed prior to start of employment)? |
|
|
| 138. Do you have a standard
pre-termination procedure or checklist? |
|
|
| 145. Do you conduct an exit interview
with all employees who are terminated or voluntarily resign? |
|
|
| 150. Do you file
timely responses to contested unemployment claims? |
|
|
| 154. Do you have layoffs or downsizing
events reviewed by an attorney? |
|
|
| 160. Do you have a written procedure
for handling employee claims? |
|
|
| 163. Have you complied with all OSHA
and Community Right-To-Know Toxic Substance Requirements related to your
industry? |
|
|
| 172. Do you have a hazardous substance
communication policy? |
|
|
| 177. Have you conducted an ergonomics
study? |
|
|
| 184. Do you have
a policy regarding E-mail usage which addresses privacy, confidentiality and
harassment issues? |
|
|
| 188. Do you maintain ERISA benefit
documents for six years? |
|
|
| 198. Do your employees sign
non-compete agreements? |
|
|
|
|
|
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