Adam L. Santucci
Advises employers on workplace disputes and labor relations. Represents public and private employers in investigations, arbitration, and litigation.
See full profileIs your HR department audit-ready?
Employment law obligations do not stand still, and neither should your HR practices.
HR assessment
Identify gaps before they become problems
Whether you are a growing employer adapting to new compliance obligations or an established organization looking to strengthen internal processes, a proactive HR assessment can help identify gaps, reduce legal risk, and support more consistent workplace administration.
Our Labor & Employment Law Group helps employers evaluate workplace policies, procedures, and day-to-day HR practices through risk-focused assessments tailored to each organization’s operations and workforce.
This checklist is designed to help employers organize and scope an HR assessment based on their organization’s size, operations, workforce, and geographic footprint.
Rather than offering a one-size-fits-all solution, it provides a structured framework for employers to evaluate policies, procedures, training, documentation, and compliance obligations across multiple areas of workplace management.
Download the HR assessment checklist
Our HR assessment checklist is a printable self-assessment tool designed to help employers:
- Identify compliance gaps and operational risks
- Evaluate HR policies and workplace procedures
- Track applicability and compliance status across key areas
- Prioritize next steps for internal review and remediation
- Build more consistent workplace practices
What the checklist covers
The checklist includes review areas across nearly every major HR and employment compliance category, including:
- Employee handbooks and HR policies
- Benefit plan compliance
- Hiring and interview procedures
- Background checks and onboarding
- I-9 and E-Verify compliance
- Offer letters and employment agreements
- Exempt and non-exempt classifications
- Overtime and regular rate calculations
- Equal pay concerns
- Remote work and hours-worked practices
- Wage deductions and notice requirements
- Bonus and commission plan review
- FMLA and accommodation procedures
- Independent contractor classifications
- Drug testing and privacy practices
- OSHA compliance and recordkeeping
- Workplace violence prevention
- Emergency response protocols
- Required employee postings
- HR record retention practices
- Job descriptions and ADA essential functions
- HR records maintenance procedures
- Anti-harassment training
- Performance management procedures
- Confidentiality and restrictive covenant agreements
- Labor relations readiness
- AI, electronic resources, and social media policies
- Supervisor and management compliance training
- Reduction-in-force protocols
- Severance and termination documentation
- Post-employment restrictive covenant enforcement
- Workforce communication practices
Key contacts
Jennifer E. Will
Advises employers on labor and employment law and strategy, union negotiations, and investigations. Counsels on hiring, firing, leave, discrimination, and employee relations.
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