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Who We Are
Meet the Team
Meet the Team

Meet Our HR Consultants
Meet Our HR Consultants

Testimonials
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What We Do
The HR Director
The HR Director

Annual Support Agreements
Annual Support Agreements

Drake P3 Assessments
Drake P3 Assessments

Reference and Background Checks
Reference and Background Checks

BonusPro
BonusPro

Policy Manual & Handbook Review Service
Policy Manual & Handbook Review Service

Alternative Workweek Schedule
Alternative Workweek Schedule
Seminars
People Power: More Effective and Successful HR Management
People Power: More Effective and Successful HR Management

Solving the HR Puzzle: Challenges, Requirements and Recommendations
Solving the HR Puzzle: Challenges, Requirements and Recommendations

Recruiting, Hiring & Onboarding
Recruiting, Hiring & Onboarding

Performance Management & Taking Corrective Action
Performance Management & Taking Corrective Action

Employee Engagement and Appreciation in the Workplace
Employee Engagement and Appreciation in the Workplace

People Leadership and Organizational Culture
People Leadership and Organizational Culture
Resource Library
BOP Newsletter
BOP Newsletter

Self-Assessment Liability Quiz
Self-Assessment Liability Quiz

Articles & Publications
Articles & Publications

HR Risk Analysis
HR Risk Analysis

Employment Compliance Alerts
Employment Compliance Alerts

Podcast
Podcast
Shop
HR Director
HR Director

Annual Support Agreements
Annual Support Agreements

Drake P3 Assessments
Drake P3 Assessments

BonusPro
BonusPro

Policy Manual Review Service
Policy Manual Review Service

Alternative Workweek Schedule
Alternative Workweek Schedule
Contact Us

Who We Are
Meet the Team
Meet the Team

Meet Our HR Consultants
Meet Our HR Consultants

Testimonials
Testimonials
What We Do
The HR Director
The HR Director

Annual Support Agreements
Annual Support Agreements

Drake P3 Assessments
Drake P3 Assessments

Reference and Background Checks
Reference and Background Checks

BonusPro
BonusPro

Policy Manual & Handbook Review Service
Policy Manual & Handbook Review Service

Alternative Workweek Schedule
Alternative Workweek Schedule
Seminars
People Power: More Effective and Successful HR Management
People Power: More Effective and Successful HR Management

Solving the HR Puzzle: Challenges, Requirements and Recommendations
Solving the HR Puzzle: Challenges, Requirements and Recommendations

Recruiting, Hiring & Onboarding
Recruiting, Hiring & Onboarding

Performance Management & Taking Corrective Action
Performance Management & Taking Corrective Action

Employee Engagement and Appreciation in the Workplace
Employee Engagement and Appreciation in the Workplace

People Leadership and Organizational Culture
People Leadership and Organizational Culture
Resource Library
BOP Newsletter
BOP Newsletter

Self-Assessment Liability Quiz
Self-Assessment Liability Quiz

Articles & Publications
Articles & Publications

HR Risk Analysis
HR Risk Analysis

Employment Compliance Alerts
Employment Compliance Alerts

Podcast
Podcast
Shop
HR Director
HR Director

Annual Support Agreements
Annual Support Agreements

Drake P3 Assessments
Drake P3 Assessments

BonusPro
BonusPro

Policy Manual Review Service
Policy Manual Review Service

Alternative Workweek Schedule
Alternative Workweek Schedule
Contact Us

Login

Who We Are
Meet the Team
Meet the Team

Meet Our HR Consultants
Meet Our HR Consultants

Testimonials
Testimonials
What We Do
The HR Director
The HR Director

Annual Support Agreements
Annual Support Agreements

Drake P3 Assessments
Drake P3 Assessments

Reference and Background Checks
Reference and Background Checks

BonusPro
BonusPro

Policy Manual & Handbook Review Service
Policy Manual & Handbook Review Service

Alternative Workweek Schedule
Alternative Workweek Schedule
Seminars
People Power: More Effective and Successful HR Management
People Power: More Effective and Successful HR Management

Solving the HR Puzzle: Challenges, Requirements and Recommendations
Solving the HR Puzzle: Challenges, Requirements and Recommendations

Recruiting, Hiring & Onboarding
Recruiting, Hiring & Onboarding

Performance Management & Taking Corrective Action
Performance Management & Taking Corrective Action

Employee Engagement and Appreciation in the Workplace
Employee Engagement and Appreciation in the Workplace

People Leadership and Organizational Culture
People Leadership and Organizational Culture
Resource Library
BOP Newsletter
BOP Newsletter

Self-Assessment Liability Quiz
Self-Assessment Liability Quiz

Articles & Publications
Articles & Publications

HR Risk Analysis
HR Risk Analysis

Employment Compliance Alerts
Employment Compliance Alerts

Podcast
Podcast
Shop
HR Director
HR Director

Annual Support Agreements
Annual Support Agreements

Drake P3 Assessments
Drake P3 Assessments

BonusPro
BonusPro

Policy Manual Review Service
Policy Manual Review Service

Alternative Workweek Schedule
Alternative Workweek Schedule
Contact Us

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HR Risk Analysis

"*" indicates required fields

Step 1 of 3

33%

Policy Manual/Employee Handbooks:

Do you have a Policy Manual/Employee Handbook?*

Yes

No

When was your employee manual/handbook last updated?

Who updated it?*

How long have you been practicing without a policy manual?

Do you have an up-to-date anti-harassment policy?*

Yes

No

Does your manual/handbook contain Progressive Discipline Policies?*

Yes

No

I don't Know

Have you updated all relevant policies for changes in your state's marijuana laws?*

Yes

No

N/A

Are you paying a medical stipend to your employees?*

Yes

No

Is it taxed as income?*

Yes

No

Do you have a clear written protocol for if/when an employee has a concern, such as conflict, harassment, discrimination, etc. and who they are to contact? And a process for follow-through?*

Yes

No

Are you confident that your currant policy language does not violate the National Labor Relations Act (NLRA)?*

Yes

No

Are you clear about disciplinary restrictions regarding "Protected Concerted Activities"?*

Yes

No

Job Descriptions:

Do you have up-to-date job descriptions for each position in the practice?*

Yes

No

Have they been updated to comply with the Americans with Disabilities Act provisions?

Employees:

How many total employees do you have (full-time, part-time, associates, temporary, on-call, etc.)?*

Are you following the latest requirements for the federal FMLA?*

Yes

No / I Don't Know

Are any current employees pregnant or out on pregnancy leave?*

Yes

No

How confident are you in properly handling the federal and state requirements for maternity leave and breastfeeding rights?*

1 - Low

2

3

4

5 - High

When an employee is pregnant, do you always have her 1) sign a Leave of Absence Request Form, 2) Medical Certification for Pregnancy Disability Leave, and 3) Medical Release to Work before returning?*

Yes

No

How many employees have needed leave or time off related to some type of disability or medical condition in the last 2 years?*

How would you rate your level of expertise in correctly administering disability/medical leave?*

1 - Low

2

3

4

5 - High

How many new hires in the last 2 years?*

How many due to turnover?

0

< 2

> 2

How many practice locations do you have? (Only include standalone locations; do not include satellite offices or locations where the same employees travel.)*

How many different states are practices located?*

1

> 1

Employment Paperwork & Documentation

Do you have signed Employment Agreements and Policy Manual Acknowledgement Forms for each of your employees?*

Yes

No

Do you have completed I-9 forms, along with verified documentation for each of your employees?*

Yes

No

Are all of your required state and federal labor posters up-to-date and properly displayed?*

Yes

No

Are all of your employee files locked or digitally secure?*

Yes

No

If there have been policy changes since hiring, have your employees signed Updated Policy Manual Acknowledgement form(s)?*

Yes

No

Are you performing regular performance reviews, goal setting, or regular verbal feedback?*

Yes

No

When employees are performing poorly, do you consistently document your conversations in writing?*

Yes

No

N/A

When providing wage increases, are you consistently documenting the change in writing?*

Yes

No

Recruiting, Hiring, and Onboarding

When hiring, do you or anyone on your team Google the applicant or view their social media profiles? (Do not include LinkedIn)*

Yes

No

Do you conduct Working Interviews?*

Yes

No

Are the candidates paid a normal wage via the practice's payroll system, with applicable taxes paid?*

Yes

No

Are you performing New Hire Reporting according to your state's requirements (or have you confirmed your payroll company or other entity is doing this for you?)*

Yes

No

I don't know

For each new-hire, do you perform a criminal background check?*

Yes

No

When interviewing, do you consistently ask the same set of interview questions of each candidate for the same position?*

Yes

No

Employment Practices & Procedures

Do you routinely compensate employees when they are attending CE?*

Yes

No

Do you routinely pay for applicable travel time when staff is traveling to or from CE (based on whether they are driving or riding as a passenger, and whether it involves an overnight stay)?*

Yes

No

Do you properly pay overtime to all non-exempt employees, including office managers and hygienists, regardless of whether they are paid per hour or a salary, when they work more than 40 hours per week (or more than the daily permitted hours if required by state regulations)?*

Yes

No

When hiring, do you obtain every candidate's authorization to check references, as well as consistently perform reference checks before hire to avoid "negligent hiring" claims?*

Yes

No

Aside from the owner(s), do any employees drive on behalf of the business?*

Yes

No

Have you verified their Driver's License and Insurance Information?*

Yes

No

For positions that require a license or certification, do you consistently verify the document upon hire and monitor the proper renewals on an ongoing basis?*

Yes

No

Do you ever deduct money from an employee's paycheck for uniforms, breakage, loss, replacement keys, etc?*

Yes

No

Before each deduction, do you obtain a signed authorization from the employee?*

Yes

No

Are you aware of and following your state rules for rest breaks and meal periods? And are you aware of the federal requirements?*

Yes

No

I don't know

Are any employees paid on a commission basis or a percentage of production/collections?*

Yes

No

Are they paid a base salary in addition to their commissions?*

Yes

No

Do you have any workers classified as an independent contractor (1099)?*

Yes

No

What is their position?

Are you consistent with benefit amounts for employees in each classification (full time, part time) or do some employees receive more/less benefits than others?*

Yes

No

Have you documented the benefit exceptions in writing and ensured they are based on business reasons, to avoid any claim of discrimination?*

Yes

No

Ending Employment

When an employee is resigning, do you consistently get their notice in writing (paper, email, text, other)?*

Yes

No

Are you aware of and following your state laws for final paycheck timing?*

Yes

No

If you have terminated/discharged an employee, were all aspects of their deficiencies documented, as well as a description of the verbal exchange during the termination meeting?*

Yes

No

N/A

Final Questions

Who do you call when you have a tough or confusing HR situation?

HR Professional

Labor Attorney

Other Attorney

Colleague

Friend

Search the internet

How much are you spending to ensure employment compliance per year?*

< 100

100-500

500-1000

> 1000

What is the practice's annual production?

HR Compliance Audit

This field is hidden when viewing the form

Total

Your Risk Points come to a grand total of:

ROI Calculation Change:

Potential Increase in Production*

*With your “HR house” in order, with multiple up-to-date protections in place, statistics show an increase in production of 12-14%. For this calculation, we chose a conservative increase of only 5%

Potential Savings from Reduced Turnover**

**Studies show that turnover financially impacts the business (direct and indirect costs) equal to the annual salary for the position. For this calculation we are using a conservative number of $25,000 per employee.

Health and Wellness benefits of Reduced Stress, Peace of Mind, and Confidence

Time Savings

These time savings are based on average do-it-yourself workloads, and vary based on state, number of employees, knowledge of the individual(s), and quality of any starting materials.

Approximate Investment Costs:

Based on your answers, the HR Director initial investment is:

Minimum Formula:

$3,100 + (ASA fee based on their answer to the employee number above)

Max Formula:

$3,100 + (ASA fee based on their answer to the employee number above) + ($995 times additional locations above, the number above 1)

Contact Information

Doctor's Name*

First Last

Business Name

Title

Email*

Office Phone

Cell Phone

Address

Street Address Address Line 2 City State ZIP Code

Do you have a preferred contact person?

Yes

No

Person Completing The Audit (if different from the Doctor/Owner)

First Last

Title

Notes

Phone

This field is for validation purposes and should be left unchanged.

Let us answer your HR compliance questions.

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Contact Information

Toll-Free Phone: (800)-679-2760 info@bentericksen.com

Our Location

Corporate headquarters is located in beautiful Eugene, Oregon.
P.O. Box 10542
Eugene, OR 97440

Business Hours

Monday – Friday: 9am – 5pm PST
Saturday – Sunday: Closed
Major Holidays: Closed