Must Do HR Checklist
Must Do HR Checklist
Must Do HR Checklist
"Must-Do" HR Compliance
Checklist
HIRING
Job descriptions, advertisements, and interviews are ADA compliant and meet state requirements.
Review employment applications for compliance with any applicable state laws regarding prohibited
questions or statements that should be included.
All interview questions are appropriate and relate directly to the position and the applicant's ability
to perform the job's essential functions. Questions do not discriminate based on race, sex, religion,
age, ethnic group, national origin, marital status, military service, disability or other protected status.
Written authorization is obtained for background checks and Fair Credit Reporting Act requirements
are satisfied, along with any state requirements for conducting background checks.
Policies and procedures related to drug testing, use of arrest and conviction records, and other
candidate-information requests comply with applicable federal and state law.
Evaluate all recruitment and hiring strategies, policies, and procedures to ensure compliance with
federal and state nondiscrimination laws.
Job offer letters are reviewed by an HR specialist or employment law attorney and include a
statement regarding employment at-will.
Forms I-9 are completed for all new employees within 3 business days from the first day of work for pay.
New hire reporting requirements are satisfied and necessary tax forms (Form W-4 and any required
state forms) are collected from new employees.
Review your orientation/onboarding program for welcoming new employees and familiarizing them
with the company's basic management practices.
EMPLOYEE PAY
Employees are properly classified as exempt or non-exempt based on their specific job duties and
compensation. (Note: Job titles alone do not determine an employee's exempt or non-exempt status.)
Review all pay practices, including minimum wage and overtime compensation, for compliance with
the Fair Labor Standards Act and any state laws that are more favorable to employees.
Employee pay periods (weekly, bi-weekly, semi-monthly) are scheduled in accordance with state
wage payment timing requirements.
Pay and incentive programs treat employees equitably, and decisions regarding promotions and
merit raises are based on clear, objective criteria.
Independent contractor relationships are carefully reviewed to prevent misclassification.
PERFORMANCE REVIEWS
Performance reviews are conducted for all employees on a regular basis.
Job expectations and responsibilities are clearly communicated to employees, including the conduct
and results required and the performance standards by which they will be measured.
Systems for measuring performance are in place (e.g., number of sales or customer satisfaction),
based on specific job-related functions and criteria set forth in the employee's job description.
Please note that the above list is not all-inclusive. If an HR assessment reveals violations that are not
subsequently corrected, your company could be at risk for costly fines or lawsuits. If you have any
questions regarding your obligations under the law or about best practices when it comes to HR
compliance, please consult with a knowledgeable employment law attorney for individualized guidance.
Provided by:
Multi-Line Program
52 Pike Drive
Berlin, VT 05602
Written and created by: HR 360, Inc. | Last reviewed on February 3, 2014
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