Form

Are you confident that all your exempt employees are properly classified?*

Please select the response that best answers this question.

Yes, we make sure our exempt employees pass the Department of Labor’s duties and salary tests for their position to be exempt from overtime.

I think so, but I’m not entirely sure.

I didn’t know there were special requirements to make an employee exempt.

Are you properly tracking and paying all time worked, including overtime, by non-exempt employees?*

Please select the response that best answers this question.

Yes, I track overtime on a weekly basis, and am confident in my timekeeping and recordkeeping system.

We do our best, but our systems may not be foolproof.

I don’t feel confident in our current methods and think we could use help with this.

Does your company have a policy for accommodating employees under the Americans with Disabilities Act or similar state laws?*

Please select the response that best answers this question.

Yes. We use the Interactive Process to determine whether we can make any reasonable accommodations.

Kind of. We tell employees we’ll do what we can for them.

We pretty much wing it.

We have fewer than 15 employees and no state laws are in play.

Does your organization have a policy against harassment and a way for employees to report it without fear of retaliation?*

Please select the response that best answers this question.

Yes, we have a clear anti-harassment policy, a detailed complaint procedure, and a commitment to follow through on all concerns.

We have an anti-harassment policy, but no formal method for reporting issues.

We don’t address harassment specifically but assume that employees will be on their best behavior at work.

Do you provide harassment prevention training?*

Please select the response that best answers this question.

Yes, we require it for all employees.

Yes, we require it for managers.

No, we don’t yet, but we know it’s a good idea.

No, we aren’t interested in mitigating this kind of risk.

Do you know what protected classes and characteristics are protected by state law in the locations where you operate (e.g., political affiliation, credit information, arrest record)?*

Please select the response that best answers this question.

Yes, I know and make sure managers know as well.

We know there are some extra protections at the state level, but we have not made a point of sharing that information with managers or employees.

I have no idea what my state protects in addition to federal law.

Do your managers formally document performance issues?*

Please select the response that best answers this question.

Yes, our managers do an excellent job with respect to documenting performance issues and administering disciplinary action consistently.

Our managers are pretty good about documenting major performance issues, but we don’t always get things written down and in employee files.

Admittedly, we’ve had trouble on the documentation front.

Do you have a standard process for measuring and reviewing employee performance?*

Please select the response that best answers this question.

Yes, we have a bi-annual, or more frequent, performance review program.

Yes, we have an annual performance review program.

No, we don’t have an official review program.

Do you feel good about your I-9s being completed and stored correctly?*

Please select the response that best answers this question.

Yes, I’m an I-9 rock star. We are careful about checking employment verification documents, are using the newest form, and keep our I-9s filed separately from our other personnel records.

I think we’ve done the right things, but I’m not totally sure.

Please, please, please don’t give USCIS my address.

Does your organization have an employee handbook?*

Please select the response that best answers this question.

Yes, we’ve reviewed it recently to make sure it complies with federal and state law and accurately reflects our actual practices.

Yes, but I’m not sure when it was last reviewed or how familiar our managers are with it.

No handbook here. We are flying by the seat of our pants!

Do you keep employee personnel files, medical information, and I-9s separate, and available only on a need-to-know basis, with the help of either physical or virtual security?*

Please select the response that best answers this question.

Yes, these are stored separately and kept confidential via lock and key (or login and password only known to certain members of HR).

We store some of these documents together or do not fully secure them.

We’re supposed to keep that stuff?

If you offer benefits to your employees, do you have ERISA-required documents?*

Please select the response that best answers this question.

We have plan documents that comply with ERISA and we distribute summary plan descriptions (SPDs) to employees.

Our insurance carrier provides booklets for employees who enroll.

We only have a few employees, so we’re exempt.

Who’s ERISA?

If you offer a health plan to your workers, do you know how HIPAA’s privacy rules apply to you?*

Please select the response that best answers this question.

We have documented policies and procedures to comply with HIPAA and we distribute notices to employees about their privacy rights.

We’re not in the healthcare industry so HIPAA doesn’t apply to us.

The insurance carrier handles HIPAA so we don’t have to do anything. Right?

HR Assessment