contain all the new hire information, changes throughout their tenure, disci- pline, attendance, etc. Job descriptions should list the essential job functions, comply with the American Disability Act and reflect any job changes. It is a best practice to review job descriptions on an annual basis and any time you hire a new manager, to have input on their direct reports. Payroll systems and benefits should


be your next stop on the auditing trip. HR 101 will tell you never to make a mistake on payroll or benefits;


employees can lose trust in a human resource department that cannot cor- rectly perform their most basic needs. Safety and risk management also have requirements. Look to see reports are filed on a timely basis. Did injury reports identify a root cause and cor- rective action? Do you see the same type of injuries occurring? Maybe you are lacking a good training program. Auditing with a new set of eyes will provide greater focus on continuous improvement and elevate your depart- ment’s status.


Te checklist on the following


pages provides an overview of various aspects of the human resources depart- ment that should be included in an annual audit.


ONLINE RESOURCE


For more information on updated employment forms and posters visit www.osha.gov.


April 2013 MODERN CASTING | 25


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