Hr Audit Checklist
HR compliance touches every employee interaction from hiring through termination. This checklist covers recruitment practices, employee files, compensation management, benefits administration, and legal compliance. It addresses FLSA wage rules, FMLA leave tracking, COBRA notifications, and ADA accommodations. Companies face average penalties of $50,000 per HR compliance violation. A 100-employee company should conduct HR audits quarterly covering 200+ compliance points. Use this for annual compliance reviews, preparing for DOL investigations, or M&A due diligence. It protects against discrimination claims, wage disputes, and regulatory penalties.
HR Policies & Procedures
□ Employee handbook current
□ Policy acknowledgments on file
□ Code of conduct documented
□ Anti-harassment policy updated
□ Social media policy current
□ Remote work policy established
□ Leave policies compliant
□ Disciplinary procedures documented
□ Grievance procedures clear
□ Whistleblower protections
□ Ethics policy current
□ Safety policies updated
Recruitment & Hiring
□ Job descriptions accurate
□ Posting procedures consistent
□ Application process compliant
□ Interview documentation complete
□ Reference checks documented
□ Background checks completed
□ Drug screening procedures
□ Offer letter templates current
□ Onboarding checklist used
□ Orientation program effective
□ EEO compliance verified
□ Affirmative action plans
Employee Files & Records
□ Personnel files complete
□ I-9 forms current
□ Tax withholding forms
□ Emergency contacts updated
□ Medical files separate
□ Confidentiality maintained
□ Retention schedule followed
□ Access controls adequate
□ Digital records secure
□ Document management system
□ Privacy compliance
□ Record disposal procedures
Compensation Management
□ Pay equity analysis
□ Salary structure current
□ Job classifications accurate
□ Overtime calculations correct
□ Bonus programs documented
□ Commission structures clear
□ Pay increase procedures
□ Payroll processing accurate
□ Time recording systems
□ Wage and hour compliance
□ Minimum wage compliance
□ Prevailing wage requirements
Benefits Administration
□ Benefits enrollment accurate
□ COBRA compliance
□ HIPAA compliance
□ ACA compliance
□ 401(k) administration
□ Health insurance management
□ Life insurance records
□ Disability management
□ Workers’ compensation
□ Unemployment claims
□ FMLA administration
□ Leave tracking accurate
Performance Management
□ Review process documented
□ Goals and objectives set
□ Performance standards clear
□ Review schedule maintained
□ Documentation complete
□ Feedback mechanisms
□ Improvement plans documented
□ Promotion procedures
□ Succession planning
□ Career development programs
□ Recognition programs
□ Corrective action documentation
Training & Development
□ Training needs assessed
□ Mandatory training tracked
□ Safety training current
□ Harassment training completed
□ Skills development programs
□ Leadership development
□ Orientation programs
□ Continuing education support
□ Training records maintained
□ Effectiveness measured
□ Budget allocation
□ External training tracked
Employee Relations
□ Communication channels open
□ Employee surveys conducted
□ Exit interviews performed
□ Grievance procedures followed
□ Disciplinary actions documented
□ Termination procedures compliant
□ Severance agreements proper
□ Non-compete agreements
□ Confidentiality agreements
□ Arbitration agreements
□ Union relations managed
□ Labor compliance verified
Legal Compliance
□ Federal law compliance
□ State law compliance
□ Local ordinance compliance
□ EEOC compliance
□ ADA accommodations
□ FLSA compliance
□ OSHA requirements
□ Immigration compliance
□ Privacy law compliance
□ Posting requirements met
□ Audit trail maintained
□ Legal updates tracked
Safety & Health
□ Safety programs documented
□ Accident reporting procedures
□ OSHA logs maintained
□ Safety training records
□ Emergency procedures posted
□ First aid supplies adequate
□ Ergonomic assessments
□ Workplace violence prevention
□ Drug-free workplace
□ Return to work programs
□ Medical leave management
□ Wellness programs
HR Metrics & Analytics
□ Turnover rates tracked
□ Retention metrics analyzed
□ Time to fill measured
□ Cost per hire calculated
□ Absenteeism monitored
□ Productivity metrics
□ Employee satisfaction measured
□ Training ROI calculated
□ Benefits utilization tracked
□ Diversity metrics monitored
□ Compensation benchmarking
□ HR dashboard maintained
Technology & Systems
□ HRIS data integrity
□ System security adequate
□ Access controls appropriate
□ Backup procedures tested
□ Data privacy protected
□ Integration functioning
□ Reporting capabilities used
□ Self-service portals working
□ Mobile access secure
□ Automation opportunities identified
□ System updates current
□ Disaster recovery planned
How the Hr Audit Checklist works
Start by auditing 20-30 employee files randomly selected across departments, checking for complete I-9 forms, signed offer letters, and policy acknowledgments. Review compensation data for 15-20 similar positions to identify pay equity gaps exceeding 5%. Verify that exempt classifications match FLSA criteria for job duties and salary thresholds of $684/week minimum. Check FMLA tracking for proper designation of qualifying leave within 5 days. Audit benefits enrollment for 100% COBRA notification compliance. Review your last 12 months of terminations for proper documentation and final pay compliance.
HR violations cost companies $4,000-$50,000 per violation with class action lawsuits reaching millions. Misclassified exempt employees trigger back pay claims averaging $25,000 per employee. I-9 violations cost $234-$2,332 per form. FMLA violations average $10,000-$50,000 in damages. Discrimination lawsuits cost $200,000+ in legal fees even when dismissed. Companies conducting regular HR audits reduce employment litigation by 70%. Systematic compliance protects against DOL investigations, EEOC complaints, and wrongful termination suits while improving employee satisfaction scores by 25%.
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