Can You Afford NOT to Have a Human Resources Audit?

The High Cost of Non-Compliance

	160,000 -- Number of U.S. employers currently being battered by workplace-related lawsuits
	2 out of 3 -- Workplace-related lawsuits go to trial and are won by the employee
	$650,000 -- Average amount of damages awarded by juries in workplace-related lawsuits
	40,264 -- Employer cases concluded by DOL in 2002
	263,593 -- Employees who received back wages in 2002
	$184,000,000 -- Damages paid by employers for wage and hour non-compliance in 2002
	$30,600,000 -- Settlement awarded to six women in a sexual-harassment suit against a Kroger subsidiary
	$1,825,000 -- Settlement paid by Scientific Colors to 32 current and former employees for claims of racial harassment
	$337,000 -- Paid by Wins Fashion for violating minimum wage and overtime provisions of the Fair Labor Standards Act
	$11.2 Million -- Jury award against Mary Kay Cosmetics for classifying a beauty "consultant" as an independent contractor

Does your company need an HR audit?
Answer these questions:

	Do potential and current employees see your firm as the #1 employer of choice in your business field?
	Do you know what your turnover rate is and how much it is costing your company?
	Is your Unemployment Tax rate less than 2%?
	Is your Workers Compensation Modification rate less than 1.0?
	Are you satisfied with your employee benefits costs and your control over them?
	Do you perceive HR as a critical, profitable strategic function and support it as such?
	Have you trained your supervisory personnel regarding: Equal Employment Opportunity Harassment (Sexual, Racial, Religious, etc.) Corrective Counseling and Documentation Basic Management Skills
	Do you have written HR policies and procedures for: Employment Compensation and Benefits Employee/Labor Relations Safety and Health HR Administrative Practices Counseling and Termination Training and Development HR Information System(s)
	Have you distributed your policies / procedures in handbook form to all employees? Can you prove it?
	Is your company free of sexual / hostile workplace or discrimination complaints?
	Is your firm prepared in the event a charge of discrimination is filed?
	Are you currently maintaining practices and filing data required by Title VII of the Civil Rights Act of 1964, Section 709(c)?
	Do you know who administers your obligations under COBRA?
	Are you unconcerned about remaining union free, improving current union relations, or operating without a union?
	Are your compensation plans (cash and non-cash) competitive? Do you have data to know?
	Do you know if drug and alcohol use is considered a disability under ADA?
	Do you know if IRCA affects you? Are I-9 Forms properly completed and verified?
	Can you decide not to employ someone if they test positive for alcohol?
	Do you know if you are required to provide employee leave under the Federal Family Medical Leave Act (FMLA)? Do you know if your state requires it?
	Are you keeping appropriate safety records and filing the required OSHA reports?
	Have you conducted the 20-Factor test to see if "independent contractors" qualify as such and are not really employees? Will the IRS agree with your conclusion?
	Are employment agreements you have legally valid and binding?

Call Dawson Consulting Group today to arrange for your cost-effective HR Audit!