MSS offers a very comprehensive Human Resources Audit and Assessment.  

It is recommended for all-sized businesses that a periodic HR/Safety Audit and Assessment is conducted.  For smaller-mid sized businesses--this Audit would provide a baseline and starting point on the HR processes, practices and policies that need to be upgraded.  For larger businesses with facilities in multiple facilities, this Audit could provide you with a baseline of your different facilities HR practices.  You will receive audit findings days after the audit outlining those areas that are compliant/strengths and those areas that areas of opportunity or are non-compliant.  Best practice recommendations will also be outlined in these findings.

This audit covers the following areas of HR& Safety:

•   Legal compliance with a variety of Employment and Discrimination laws, EEO guidelines, OSHA regulations, etc.  (Specific laws covered include: Fair Labor Standards Act, Family Medical Leave, American's with Disabilities Act, Executive Orders-Affirmative Action Plans for companies with government contracts, ERISA requirements, EEO compliance, Immigration law compliance, Lily Ledbetter Act, PA Smoking Law (for PA organizations), E-Verify, and OSHA regulations). Review employee handbook and policies/procedures.
•    Organizations Compensation Practices:  Has a job analysis been conducted recently for positions in the organizations; do updated job descriptions exist; how competitive is the organizations pay--externally and internally; does a strategy exist in regard to compensation; what are pay increases based upon; is there justification between which jobs are classified as exempt vs. non-exempt--do they meet the FLSA tests; payroll practices; garnishment processes; do understand their pay; are wage surveys utilized.
•     Benefits Programs:  Measure the competitiveness of the overall program; how do your specific benefits programs stack up to other organizations; are your programs ERISA compliant; how do your costs measure up to other organizations; what are the commission costs incurred to brokers; HIPPA compliance; COBRA administration; effectiveness of benefits administration; any self-insured plans.
•     Employment & Recruitment Practices: Are you required to have a AAP; is your AAP up-to-date with all of the required records being kept, goals outlined and utilization results identified; what are your hiring practices; how thorough are they; what testing is utilized and is it valid and reliable; do you utilize reference checks; what interviewing methods do you utilize; what interviewing techniques have your managers/supervisors been trained on; is your application up to date and legal; do you track cost associated with hiring; do you use formal offer letters or contracts-check language if you do; do you drug test.
•     Performance Management System:  Is there a formal performance management system for office or key salaried personnel or hourly associates; are all expectations/goals clearly defined; are goals properly cascaded throughout the organization; what is the timing of reviews--on anniversary or common date; check the form being utilized; how effective is this process;  are pay increases dependent on review scores; does each person receive at least one review per year; is a 360 degree process utilized; is topgrading practiced.
•     Training and Development: Has a formal training needs analysis been conducted-how often; orientation program reviewed; do formal OJT programs exist; is annual training goals identified for each employee as part of the performance evaluation; how much cross-training is utilized; is there an educational reimbursement program and what does it cover-determine competitiveness; review all mandated OSHA training to determine if organization is in compliance; review what HR training has been conducted like harassment prevention, diversity, conflict resolution, ethics, etc,; determine what legal or leadership training has been given to leadership and when; has organization applied for training grants from state; are main training needs being addressed.
•     Safety and Worker's Comp Loss Control Activities: Go through all loss control activities to determine the effectiveness of the program; are all written programs present; what loss control training has been given; is accountability program with safety established; does management discuss safety is periodic meetings; are metrics produced and communicated; are safety inspections or behavior based audits conducted; is proper supporting paperwork for safety compliance present; PA employers (have all employees signed off on their rights); does a safety committee exist and how effective is it.
•     Employee Files/Records:  Are all files properly maintained with the right paperwork in them; are medical files separated; are discipline logs kept for consistency in application; are AAP logs maintained; how is absenteeism tracked; does a HRIS system exist and is it up-to-date; are I-9's properly maintained; PA employers-is the New Hire Reporting being utilized; are OSHA logs maintained; COBRA administration.
•     Union Organization Vulnerability-has training with managers/supervisors been done in relation to union organizing; What leadership training has been conducted to first line supervisors; is a quick response plan in-tact; what communications tools are used and how often-are employees kept in the know; is a grievance-type system present; Are proper no solicitation/no distribution procedures present; is there adequate security to the facility; what employee relations activities are conducted; have employee surveys been utilized.
•     Miscellaneous HR Practices: Review absenteeism policy, new hire orientations, HR metrics present, exit interview data, does an EAP exist and what is usage; any wellness initiatives; what is HR accessibility, what are key HR initiatives-what have they been.