The Essential HR Checklist for 2018

Regardless of how big your company is and how many employees you need to manage, the office of human resource professionals is always a busy one. With so much to keep track of on any given day, it can feel chaotic and disorganized.

Stay on top of your tasks and paperwork with a checklist of essentials so you can be productive and have a great year ahead.

The Essential Checklist for Human Resource Managers

Take a look at this checklist to be prepared for a busy 2018.

Hiring Essentials

  • Job descriptions and employment applications are ADA compliant and meet state and federal requirements.
  • Interview questions are written without any discrimination of any population.
  • Policies and procedures for obtaining drug test information or criminal background checks are all in compliance with state and federal regulations.
  • Paperwork, including Form I-9 and Form W-4, are completed within three days of hire.
  • New hire understands onboarding processes and schedule.

Employee Pay Essentials

  • Employees are properly classified as exempt or non-exempt based on specific job duties and compensation.
  • Review compensation packages, including overtime and minimum wage, to be sure they are in compliance with state laws and the Fair Labor Standards Act.
  • Employee pay periods are scheduled in accordance to the state’s wage payment timing requirements.
  • Pay and incentive programs treat employees equitably and is based on clear, objective factors.
  • Independent contractor relationships are properly classified.

Benefits Essentials

  • Employee benefit plans comply with federal and state laws as well as the health care reform notices and other requirements for group health plans.
  • Summary plan descriptions and other benefit plan notices are distributed to employees under federal state laws.
  • Review policies and procedures relating to paid vacation, holiday and sick leave (including compliance with FMLA or similar state laws that may apply to your company) on a regular basis, along with other benefits offered such as flex-time and telecommuting.

Employee Policies & Procedures Essentials

  • All company policies and procedures comply with federal and state labor laws related to employee leave, equal employment opportunity, sexual harassment, worker safety and other requirements.
  • Every employee is provided with a handbook explaining the company’s policies and procedures related to standards of conduct, nondiscrimination, benefits and other terms and conditions of employment. NOTE: Be sure the employee signs a receipt acknowledging that he or she has reviewed the handbook.
  • Labor law posters required to be displayed under federal and state law are posted where employees can easily see them
  • Employees receive necessary skills and regulatory training, including safety and sexual harassment
  • Human resources policies and procedures apply equally to all employees, and are applied fairly and consistently throughout the company

Performance Review Essentials

  • Performance reviews are conducted for all employees on a regular basis.
  • Job expectations and responsibilities are clearly communicated to employees, including the performance standards by which they will be measured.
  • Accurate documentation regarding performance is kept for each employee and documentation is direct, factual, and detail-oriented to support disciplinary or other personnel decisions.
  • Performance is compared to job descriptions and goals to offer ongoing feedback.
  • The review process and systems for measuring performance treat employees equitably.

Employee Discipline & Termination Essentials

  • All policies and procedures for handling employee disciplinary actions and investigations are clearly defined, written, and communicated to employees as appropriate.
  • Termination meetings are conducted to inform the employee of the termination, discuss the return of company property, deliver the final paycheck, and facilitate the employee’s departure. A summary of the meeting and any related information is prepared and placed in the employee’s personnel file.
  • Departing employees are provided with a written summary of accrued benefits and notices regarding post-termination benefits, including, where applicable, compensation for vacation and sick time, continuation of health coverage, severance pay and 401(k) plan information. Be sure to comply with any applicable federal or state requirements
  • Policies are in place for collecting keys and other company property. These policies also cover deactivation of access to computer systems, email, and voicemail.
  • Final paychecks are delivered at the time of termination or as otherwise required by state law.
  • Review all discipline, investigation, and termination procedures for compliance with applicable federal and state laws and enforce them fairly and consistently

Need Help Getting Your Office Organized in 2018?

If you need any guidance or advice in getting your human resources department ready to conquer 2018, contact Integrity Workforce Solutions.

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