Are you, the HR Manager, Held Responsible?

Yes, you are.


Employers and their HR Managers are responsible for labor law compliance. More than ever, HR managers are under pressure to ensure that their companies employment practices are correct and fair. Failure to do so and show good faith effort attempts to comply can lead to catastrophic claims paired with fines and back pay that no employer is ever prepared to pay.


Now you, the HR Manager, are being held personally liable for the files your responsible for. You can be charged and you can be fined.


As the HR Manager, you should be aware and able to explain the following:

• Job Titles and Descriptions are maintained and current
• All employees are classified as either Exempt or Nonexempt
• Basis for Exemption classification
• If anyone under 18 years of age is employee
• If uniforms are required and how deductions are applied
• Deductions to employees do not result in wage being reduced below minimum wage
• If and how employee are paid for orientation, training time and medical test
• If shift rates exist
• How time is recorded
• How overtime is paid
• Any practices of rounding or automatic deductions
• How employee wage garnishments are calculated, maintained and paid
• Company policies and forms relating to the Family and Medical Leave Act

If you're unable to answer one or more of the items listed above then you likely have one or more practices that are non-compliant that would cost you should you be audited.


TrendHR can help! Contact us today for an internal audit! 1-866-582-1578