Human Resources Solutions

Human Resources Audits

Strategic HR Services' Human Resources Audit is a review and analysis of an organization's people management policies, pay practices and payroll procedures. The purpose is threefold:

To determine whether or not existing policies conform with various State and Federal labor laws.
To determine if the organization's human resources function is current with respect to today's employee relations environment.
To provide management with recommendations that address problem areas identified during the audit.

The information necessary to conduct the audit is obtained through an on-site review conducted by your assigned Senior Consultant. Areas subject to review and evaluation during the audit include, but are not necessarily limited to, the following:

Current written people management policies and procedures and employee handbooks
Random sampling of I-9 forms
Sample of job descriptions to determine if employees are properly classified under both Federal and California wage/hour laws and meet ADA requirements
Employment, recruitment, and selection practices
Wage and salary programs, including overtime pay practices and record-keeping procedures
Performance evaluation systems Disciplinary systems Labor relations activity
Supervisory training needs
COBRA compliance
Unemployment tax rate
Workers' Compensation - X-Mod (Experience Modification) Factor and a review of your current reserves

A report covering the audit's major findings will be provided after the audit. This report, coupled with the recommendations made during the audit, will provide a comprehensive listing of remedial and corrective actions recommended for management to avoid a potentially serious liability

Employee Handbook Review and Development

Strategic HR Services believes that a current Employee Handbook that has been carefully researched and prepared provides important protection against the many legal and financial risks of violating or ignoring current legal and regulatory personnel requirements.

Our approach to preparing your Employee Handbook will contain five elements:

A review of your existing policies and procedures, either written or unwritten.
A discussion with you and other appropriate executives regarding policies which should be incorporated (this will take approximately 4-5 hours).
Preparation of a preliminary draft of the Handbook and review of the policies with you for changes.
Incorporating required changes and providing the final version of the Handbook to you for reproduction by your printer.
Strategic HR will help you develop an outline to orient your management on the employer and employee obligations in the Handbook prior to employee distribution.

Background Checks

By helping employers hire and promote the most qualified people, background checks help reduce turnover, employee theft, and the threat of workplace violence. They also afford protection from lawsuits related to negligent hiring, and improve the company's competitiveness and productivity.

In order to assist our clients in implementing careful hiring practices that afford them highest degree of protection, Strategic HR has formed an alliance with U.S.A. Fact, a premier provider of pre-employment screening. This alliance allows our clients to leverage Strategic HR's purchasing power to obtain reduced rates on a wide variety of background checks from U.S.A. Fact at pricing levels most employers would be unable to obtain on their own.

WHY SHOULD EMPLOYERS CONDUCT PRE-EMPLOYMENT SCREENING?

As is evidenced by the following statistics, the loss and liability risks to businesses that fail to conduct background checks has never been greater:

In a sample study of 300,000 background checks conducted by U.S.A. Fact, the company found: 5% of applicants had criminal records; 36% had motor vehicle violations; prior employment was unverifiable for 18%; and education could not be verified for 11%.
30% of business failures are due to poor hiring practices (Department of Commerce).
2.2 million workers are physically attacked on the job each year; 6.3 million are threatened with violence (National Institute for Occupational Health & Safety).
Replacing an employee costs an average of one and a half times the annual salary of the position (Rutgers University).

TYPES OF BACKGROUND CHECKS

The background checks available through Strategic HR/U.S.A. Fact include:

Criminal background check (felony and misdemeanor)
Social Security number verification
Employment history verification
Education verification
Professional license verification
Credit history check
Motor vehicle record check

For further information regarding the pricing on background screening profile packages and individual background screening programs, please contact Strategic HR.