Course "HR Audit: How to Conduct an HR Audit for HR Professionals" has been pre-approved by SHRM as eligible for 1 credits and HRCI as eligible for 1 credits towards a participant's recertification upon full completion.The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program.
Why Should You Attend:
If the idea of conducting audits of HR files seems daunting, then you won’t want to miss this session. In this practical webinar, you will learn about recordkeeping obligations imposed on employers by federal and state employment laws, glean best practices for conducting compliance audits, and consider strategies and tactics that will help your organization to stay ahead of compliance pitfalls.
With this information, you will gain confidence in your ability to plan and conduct internal audits of HR policies, procedures, and processes. As well, you will be armed with information that is actionable and that can keep your company from being cited, fined, or even shutdown due to non-compliance.
Any HR professional knows that a major part of their responsibility is keeping the company’s employment files organized – for many legal reasons – but also because it helps to keep your operations go smoothly. An externally-driven audit by a government agency could result in dire consequences including fines, citations, and shutdowns. Without a system or organizing files followed up by regular internal audits of policies, procedures, and documentation, any well-intentioned HR department is at risk for driving a wedge into ongoing operations of an entire company.
This course will give you a framework for auditing various areas of your HR department. Foundational topics include recordkeeping and employee-related retention systems; creating a practical and sensible plan for staying organized; and planning and conducting HR audits. We have added in special topics important for most employers: auditing Form I-9s and FMLA procedures and documents.
Areas Covered in the Webinar:
Who Will Benefit:
Melveen Stevenson is the CEO and founder of M.S.Elemental, LLC, a human resources advisory and training firm based in Missouri. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. In doing so, she empowers companies to strengthen their infrastructure from the inside out, specifically through leadership development, operations, training, employee engagement, and executive coaching.
Melveen speaks on key topics to empower companies with the latest research and best practices for increasing engagement, enhancing leadership presence, and optimizing diverse workforce groups.
Over the last 20 years, Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products.
Melveen is certified through the Society of Human Resource Management (SHRM-SCP) and the Human Resources Certification Institute (SPHR). She is also a faculty member at California State University-Dominguez Hills.
Just listen or skim the news on any platform and you’ll become familiar with the fallout that can come from discrimination in the workplace. More concerning, however, is that even if incidents happen outside the workplace, discrimination can affect an employer’s reputation and financial results.
When an employee makes a discrimination complaint involving specific allegations, an investigation may be required. Protecting your company includes not only conducting sound discrimination investigations, but conducting them well. Conducting discrimination investigations default mostly to HR professionals, and for good reason. With their specialized job training as well as their superior interpersonal skills, it’s a logical choice.
However, it may be surprising to learn that HR professionals often conduct workplace investigations without a specific methodology or without specific training. With that in mind, this course is designed to provide HR practitioners of all levels with a step-by-step process for conducting discrimination investigations in the work environment that is sound and thorough.
The course also includes specific topics that frequently come up as part of an investigation such as requests to not investigate, complaints against higher-level employees, the value of hearsay, and common errors in responding to employee complaints.
Our refund policy is governed by individual products and services refund policy mentioned against each of offerings. However in absence of specific refund policy of an offering below refund policy will be effective.
Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. ComplianceOnline would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange. Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time. On-Demand Recording purchases will not be refunded as it is available for immediate streaming. However if you are not able to view the webinar or you have any concern about the content of the webinar please contact us at below email or by call mentioning your feedback for resolution of the matter. We respect feedback/opinions of our customers which enables us to improve our products and services. To contact us please email [email protected] call +1-888-717-2436 (Toll Free).
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