The objectives of the presentation are to cover areas such as:
Employment lawsuits are on the rise. The average employment lawsuit settlement exceeds $165,000 and court awarded lawsuits can be $500,000 or more. It takes only one disgruntled employee to file a complaint of unfair labor practices, or claim of discrimination, harassment, ADA, ADEA, etc, to incite a full blown investigation by the IRS, DOL, EEOC, etc., or even a lawsuit. These investigations and lawsuits can interrupt your business operations as well as tie you up in litigation, which can be time-consuming and very expensive.
It only takes one disgruntled employee to file a complaint of unfair labor practices to incite a full blown investigation by the IRS, DOL, EEOC, etc. These investigations can interrupt you business as well as be time-consuming and very expensive. Are you prepared? By conducting your own HR Audit, you may avoid litigation and non-compliance fines.An HR Audit can also provide an objective look at the company’s human resources policies, practices, procedures, programs, and strategies to help not only protect the company from litigation and fines; it can establish best practices, identify opportunities for improvement, and evaluate outsourcing options.HR Audits can ensure effective utilization of HR resources and improve customer service, which in turn can increase revenue.
Conducting a Human Resources (HR) audit is a smart way to make sure your organization is legally compliant, as well as, uncover illegal processes. The HR audit is the process of examining intensely and objectively the organization's HR policies, procedures, documentation, systems, practices and strategies to protect the organization from litigation, establish best practices, and identify opportunities for improvement. An objective review of the employer's "current state" can help evaluate whether specific practice areas are adequate, legal, and effective.
In a nutshell, the HR Audit gives organizations the opportunity to assess what the organization is doing right, as well as how things might be done differently, more efficiently, or at a reduced cost. It also helps the company identify outsourcing opportunities and cost saving strategies.
Vanessa G. Nelson, SPHR, CLRL is founder and president of award-winning Expert Human Resources (EHR), which she founded in 2009, to help companies maintain compliance, avoid litigation, maximize human capital, and reduce costs. She has over 29 years of business management experience at 2 major corporations in Michigan. She has helped companies reduce costs as well as save hundreds of thousands of dollars.
Ms Nelson received her Master of Science in Administration/Human Resources Management degree from Central Michigan University and a Bachelor’s in Business Management from Northwood University. She holds the Certified Senior Professional in Human Resources (SPHR) credential from the Human Resources Certification Institute, and Certified Labor Relations Leader (CLRL) from Michigan State University.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for  PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.