In this guest post by a member of Porter Hedges’ Labor & Employment practice group, the Anti-Corruption & Compliance Blog turns its focus to labor and employment law compliance. This post is the second installment of the Blog’s limited series discussing best practices for conducting a Human Resources compliance audit. The first installment of the series provided an overview of the compliance audit process and practical advice at each step when conducting the audit. This second installment provides the detailed areas of inquiry that companies should assess when conducting a Human Resources compliance audit.

An internal audit of a company’s human resources practices can be used to mitigate potential liabilities by preemptively identifying areas of exposure and proactively implementing corrective measures. As discussed in the first installment of this series, at the onset, the company should identify the subject matters that will be included in the audit. Below is a list of potential subject areas to consider when determining the scope of the audit, along with a non-exhaustive list of suggested specific areas of inquiry for each subject area:

Recruiting

• The company’s job postings, descriptions, and applications should be reviewed to assess whether:
  • The documents are non-discriminatory, including compliance with federal, state, and local law such as the ADA and Title VII.
  • The job descriptions accurately reflect the position’s essential job functions.
  • The job...

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