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    HR Assessment Questions

    General Compliance

    1. Are all Employment Posters prominently displayed and are they the latest revisions?
    2. Do Employee Files only contain job-related information?
    3. Are confidential documents kept in separate files, and are procedures in place to comply with State and Federal requirements for how long to maintain records?
    4. Are you confident that all employees are classified properly as Exempt or Non-Exempt (including the CA duties test), and have you analyzed pay levels in preparation for the pending salary threshold increases?
    5. Are you confident that all State and Federally-Mandated Leaves of Absence are being provided and properly administered to eligible employees?
    6. Do you use Independent Contractors (1099s) as part of your workforce?
    7. Do you have Government Contracts or Sub-Contracts of $50,000 or more?
    8. If you answered yes to the above, do you maintain an annually updated Affirmative Action Plan?

    Policies

    1. Do you have an adequate, legally-reviewed At-Will Statement, and is it prominently included in your Handbook, Job Application, Offer Letters, etc.?
    2. Do you have an Employee Handbook that has been updated in the last two years?
    3. Have you confirmed if any of your worksites are impacted by recent or pending city or county changes to paid sick leave requirements?
    4. If you answered yes to the above, have you updated your policies?
    5. Does your handbook contain adequate Harassment Prevention language?
    6. (California Employers) Has the policy been updated to comply with the amended FEHA regulations effective 4/1/2016, and 2018 clarifications?
    8. Do you have a clearly articulated and compliant policy on Meal and Rest Periods, and is it always adhered to by all Non-Exempt employees?
    9. Do you have a written Injury and Illness Prevention Program (IIPP)?

    Hiring and Onboarding

    1. Are Job Applications updated to be in compliance with all applicable Federal and State laws regarding prohibited questions, including salary history and arrests?
    2. Are Job Interview questions updated to ensure they relate directly to the applicant\'s ability to perform the job\'s essential functions, and do not discriminate based on any protected class?
    3. Are all required new hire documents being provided, including (for CA Non-Exempt new hires) written notice in compliance with California\'s Wage Theft Protection Act?

    Training

    1. Have all Leads, Supervisors, and Managers received AB1825-mandated Harassment Prevention Training in the past two years?
    2. Have you updated your Harassment Prevention Training program to conform to the amended FEHA requirements effective 4/1/2016 and additional 2018 clarifications?
    3. Have Leads, Supervisors, and Managers been trained on Leadership Skills and basic Supervisory Laws?
    4. Has the company ever tried to use training to improve Efficiency, Productivity, and Profitability?
    5. Are you conducting regular Safety Training, and does it include written testing?

    Compensation and Benefits

    1. Are any of your worksites impacted by recent or pending city or county changes to minimum wage rates?
    2. If you answered yes to the above, have you updated your compensation plan?
    3. Does the company have a formal, updated Compensation Plan and policy addressing all classifications and based on a statistical grade and range structure?
    4. Does your Compensation Plan account for upcoming minimum wage increases as well as compression issues at both the hourly wage level and the exempt level?
    5. Have you reviewed your compensation practices in light of Federal, State, and Local Fair Pay Initiatives?
    6. Do you review your Benefits Plans each year, including voluntary benefits?

    Critical Considerations

    1. Does your company have clearly articulated Mission, Vision, and Values statements?
    2. Have you conducted an Employee Engagement or Opinion Survey in the last two years?
    3. Do you have written Job Descriptions that accurately reflect the actual duties and responsibilities of each position?
    4. Do you have a formal Performance Review Policy, and are all reviews current?
    5. Do you carefully review each Unemployment Claim received to determine an appropriate strategy for either accepting or contesting the claim?
     

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