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HR Compliance Audit Checklist
Employee Classification and Compensation
Verify that all job positions are classified correctly as either exempt or non-exempt according to the Fair Labor Standards Act (FLSA).
Ensure that employees are compensated in compliance with minimum wage laws.
Review overtime pay practices to confirm they are consistent with state and federal laws.
Recruitment and Hiring Practices
Check that the hiring process is non-discriminatory and adheres to Equal Employment Opportunity (EEO) laws.
Review the completeness and compliance of job applications and background check procedures.
Ensure that all required new-hire documentation is collected and properly stored, including I-9 forms and W-4 forms.
Employee Record Keeping
Audit personnel files to ensure they contain all required documents and that sensitive information is securely stored.
Confirm that the organization is maintaining accurate records of employee hours worked, leave taken, and wages paid.
Check that the retention of employee records complies with the applicable federal and state laws.
Workplace Safety and Health
Ensure compliance with Occupational Safety and Health Administration (OSHA) standards and recordkeeping requirements.
Verify that all required postings (e.g., OSHA posters) are displayed in a conspicuous place.
Review safety and health training programs to ensure they are up to date and provided to all employees.
Employee Benefits and Leaves
Confirm that the organization is in compliance with the Family and Medical Leave Act (FMLA) and any applicable state leave laws.
Review the administration of employee benefits to ensure compliance with the Employee Retirement Income Security Act (ERISA) and other benefits laws.
Check that COBRA notifications and procedures are being followed when applicable.
Discrimination and Harassment Policies
Review the company's anti-discrimination and harassment policies to ensure they are current and compliant with federal and state laws.
Ensure that there are clear procedures for reporting and investigating claims of harassment or discrimination.
Verify that all employees have received training on discrimination and harassment prevention.
