Human Resources audits are important

Human Resources audits are important

Why HR Audits are important?  Here are a list of agencies that penalize companies financially.  Here are 67 important reasons: 

  1. ADA Accommodations
  2. Affordable Care Act
  3. Affirmative Action
  4. Age Discrimination Employment Act (ADEA)
  5. Age Harassment 
  6. Age Discrimination
  7. COBRA Requirement Notice
  8. Consolidated Omnibus Reconciliation Act (COBRA)
  9. Cost of living adjustments (COLA)
  10. Consumer Credit Protection Act of 1968
  11. Disability Discrimination
  12. Documents
  13. Drug Free Workplace Act
  14. E-Verify
  15. Electronic Communications Privacy Act (ECPA)
  16. Employment Leave
  17. Employee Retirement Income Securities Act (ERISA)
  18. Equal Employment Opportunity Commission (EEOC)
  19. Equal Pay Act (EPA)
  20. Exempt And Non-Exempt Employees
  21. Employees Polygraph Protection Act
  22. Fair and Accurate Credit Transactions Act of 2003 (FACT)
  23. Fair Credit Reporting Act (FCRA)
  24. Fair Labor Standards Act (FLSA)
  25. Family And Medical Leave Act (FMLA)
  26. Federal Insurance Contributions Act of 1935 (FICA)
  27. Firing And Terminations
  28. Genetic Information With Disabilities Act (GINA)
  29. Handbooks
  30. Health Insurance Portability And Accountability Act (HIPPA)
  31. Hiring Incentives to Restore Employment Act of 2010 (HIRE)
  32. Immigration Reform And Control Act (IRCA)
  33. Independent Contractors
  34. Interviewing Process And Questions
  35. Lilly Ledbetter Fair Pay Act of 2007 & 2009
  36. Mental Health Parity And Addiction Equity Act (MHPAEA)
  37. National Labor Relations Act (NLRA)
  38. National Origin Discrimination And Harassment
  39. Occupational Safety And Health Administration (OSHA)
  40. Older Workers Benefits Protection Act (OWBPA)
  41. Overtime
  42. Problem Employees
  43. Racial Harassment
  44. Religious Discrimination And Harassment
  45. Sarbanes -Oxley Act of 2002
  46. Self-Employed Contributions Act (SECA)
  47. Sexual Harassment
  48. Severance Agreements
  49. Temporary Employees
  50. Title VII of the Civil Rights Act of 1964 (Title VII)
  51. Transgender Employees
  52. Uniformed Services Employment And Reemployment Rights Act (USERRA)
  53. Unions
  54. National Labor Relations Act (NLRA) Wagner Act
  55. If Company Has Contracts or Government Contracts (VEVRAA)
  56. Wage And Hour Law
  57. Workers Adjustment And Retraining Notification Act of 1988 (WARN)
  58. Outdated Polices From Regulation Updates
  59. Processes in place to communicate policies and procedures to all employees
  60. Process for recruitment and plan to reach every group for compliance
  61. Process for training on-boarding
  62. Classifications of positions for exempt or not exempt
  63. Employee benefits comply with regulations
  64. Employee behavior policies
  65. Employment fairness practices
  66. Policies regarding harassment are explicit in the workplace
  67. There are multiple forms that need to be completed and sent out throughout the year to agencies.

Regulations Continue To Increase  

The amount of regulations climb each year.  Here is a chart with the regulations that were enacted through Law for compliance from the 1900’s, 1940’S, 1980’S and in 2018.  This is why HR Audits are important.  The compliance agencies know that 75% of companies are violators of compliance.  The agencies change the Laws each year on some of these regulations making it harder for companies to keep compliant.  They are penalizing companies with civil and criminal penalties.  People are being ordered to pay fines and some are even incarcerated.  The penalties are adjusted each year and there is an increase of agency audits up to 78% each year.  Here is the chart of regulations from 1900 to 2018.

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