HR Spring Cleaning Checklist

As the warmer season (finally) comes into view, now is the perfect time to do a bit of “spring cleaning” with regard to your duties as a human resources manager.

During this time, you’ll want to attend to some of the tasks that you may have put on the backburner, and also ensure that you’re prepared for the year ahead of you.

While a ton of tasks likely come to mind at the prospect of doing all this, we’re going to go through the most important ones that you should absolutely attend to before doing anything else.

The Checklist

1) Assurance of Compliance

Although laws and regulations typically go into effect in July or October, you’ll definitely want to take a look at your current employee handbook and other policy-related documentation to ensure every piece of information is up to date.

Similarly, if you’re aware that changes to state or federal law will be coming down the pike come July, you’ll want to make note of such now so you’re prepared to make the applicable changes when necessary.

In either case, it’s advised that you approach these documents as if seeing them for the first time. In doing so, you’ll hopefully avoid overlooking certain areas of importance that require your immediate attention.

2) Employment Records

It’s all but certain that the employment status of some of the people working for your company will have changed over the course of the past year – and it’s possible that your department may have overlooked such, as well.

In any case, you’ll want to double-check the employment status of your full- and part-time workers, as well as your seasonal, temporary, and voluntary employees as well. Also, take note of anyone who has left the company, whether via retirement, resignation, or termination.

Additionally, check to ensure that each employee is classified accurately. As we’ve spoken about in past articles, misclassifying employees can lead to major penalties and other legal troubles; to avoid these issues, make sure your records are completely up to date.

3) Benefits Records

Similarly, you should take time to audit your benefits records for your employees.

Essentially, you want to be sure that all individuals who are supposed to be receiving benefits are receiving them – and also that they’re paying into them with each paycheck they receive.

Unfortunately, it’s often the case that an employee doesn’t realize they aren’t paying into certain benefits until they go to use them. Head this off at the pass by ensuring deductions are occuring as they should be.

4) Job Descriptions and Openings

The duties required of almost any given position within a company are bound to change over time.

With that in mind, you’ll want to take a look at the descriptions you have documented for every position within your company – whether open for hire or not. Consider any advancements and changes in technology, staff restructuring, or other changes that may have taken place over the past year (no matter how minute such changes may have been).

In doing so, you’ll avoid instances in which an outdated job description is accidentally advertised – saving your organization countless time, money, and resources in the process.

Are you looking for a strategic staffing partner?

With a hands-on approach and a history of building lasting relationships, The Panther Group is a full-service firm with an innovative approach.