Employment Practices Self-Audit Workbook: 2nd Edition

NEW fully updated for 2009 and beyond!

Order your copy today and get the very latest changes to COBRA, ADA, FMLA, Wage & Hour and other crucial legislation and compliance developments impacting your policies and practices.

Don't wait for agency watchdogs or disgruntled employees to discover your policy flaws. Find and fix problems now with the Employment Practices Self-Audit Workbook: 2nd Edition.

This newly written and edited reference is perfect for uncovering and correcting potential problems with managing employee handbooks, written policies, job descriptions, recordkeeping, employee communications, hiring, and firing, and much more.

A self-audit doesn't have to be a head-scratching experience. Order your newly updated Workbook today and take the stress out of evaluating your most critical HR functions.

For just $197 you can get the very latest employment law developments changing how you manage your policies and procedures.
New version now available!

The new Employment Practices Self-Audit Workbook includes such timely updates as:

• A newly-edited FMLA discussion in the Workplace Practices chapter
• A new Wage & Hour section to reflect the changes made by the minimum wage increases
• Updated COBRA sections to explain the recent legislation
• New information on E-Verify and recent updates on using Form I-9
• The new changes to the ADA, including guidance on the broader interpretation of a "disability" and an expanded definition of "major life activities" since the ADA Amendments Act
• New information on using independent contractors with details on hiring, E-Verify requirements, and more
• Updated information on electronic practices such as Internet hiring, document retention, and more -- with the up-to-date terms and practices
• New information about GINA and discrimination
• Updated links to DOL websites for easy access and compliance answers
  

How it Works

Is everyone on your payroll properly classified as exempt or non-exempt? Are you illegally restricting off-duty employee activity? Would your leave policies withstand an assault by a plaintiff’s attorney? Is your employment application a lawsuit waiting to happen? Will your monitoring of employee communications hold up to a jury’s scrutiny?

The Employment Practices Self-Audit Workbook asks questions about your current HR and other workplace practices. You simply answer each one and then compare your answers to the corresponding plain-English analysis.

No conflict? No problem. But if your current procedures contradict the Workbook’s advice, you’ve just red-flagged a potential trouble spot in time to correct it.

Don’t assume… Audit your employment practices top to bottom with Employment Practices Self-Audit Workbook: 2nd Edition , and target vulnerable policy areas for corrective action.

Order your newly updated Workbook today and you'll also receive a BONUS CD-ROM.

Your Workbook Modules

Now you can find and correct policy and procedure problems in dozens of areas, so you rest easy knowing you've achieved compliance. Your newly upated Workbook will walk you though your audit of:

I. Recruitment

• Recruiting processes
• Off-site recruiting
• Selection

II. Hiring Practices

• Job descriptions
• Employment applications
• Uniform guidelines on employee selection procedures
• Application retention
• Application disclaimers
• Background checks
• EEO information
• Retaliation avoidance
• Interviewing procedures and documents
• Work status documentation
• Applicant testing
• Employment offer procedures
• Employment rejection procedures
• Hiring policies
• Orientation procedures
• Training procedures

III. Workplace Practices

• Employee handbooks
• Procedure manuals
• Training
• Conflict resolution
• Drug-free workplace policy
• DOT drug testing
• Surveillance
• Workplace violence

IV. Diversity/Affirmative Action

• Title VII applicability
• Exceptions to title VII
• Non-construction federal contractors
• Exempt from EEO-1 compliance
• Affirmative action
• Job group analysis
• Distribution of minorities and women
• Applicant pool
• Placement goals
• Identifying problem areas
• Action oriented programs
• Responsibility for the plan
• National origin
• I-9 form
• Americans with Disabilities Act
• Age Discrimination in Employment Act
• Veteran status

V. Documentation

• Recordkeeping
• Maintenance of personnel/ADA files
• Performance evaluations
• Progressive discipline
• Record retention

VI. Payment Practices and Compensation

• Employee classification
• Child labor
• Hours worked
• Minimum, living, and prevailing wages
• Overtime exemptions
• Deductions from pay
• Miscellaneous overtime issues
• Preparedness for DOL audits
• State-specific wage and hour laws

VII. Benefits

• Health benefits
• Retirement plan/pension plans, including 401(k), 403(b), 457(b) and defined benefit plans
• Leave of absence
• COBRA

VIII. Termination and Post-Employment Practices

• Voluntary resignation
• Termination
• Downsizing
• Severance arrangements
• Waiver of liability and release of claims
• Outplacement services
• Providing references
• Unemployment compensation proceedings
• Exit interviews