Conducting an HR audit can help you make sure your company operates within the labour laws
You may ask 'but how can a human resources audit ensure my company complies with the requirements of the Department of Labour?'
Well that's exactly what I'm going to show you today!
Keep reading below to see how conducting an HR audit can help you make sure your company complies with the BCEA, EEA and LRA...
Avoid penalties from the DoL by making sure HR is fully aligned to the new labour laws!
Along with the changes to the labour law, you are required to:
Make sure your HR policies and procedures are appropriately aligned to labour legislation;
Check that your company guidelines are being adhered to by your managers and employees;
Check the level of compliance within the company; and
The areas and level of risk there is in terms of non-compliance within your company.
With the recent labour law changes and the hefty increases in penalties for non-compliance, it has become more critical than ever to ensure that HR is fully aligned to the changes in the laws.
Find out how
to eliminate the risk of a crippling fine from the Department of Labour.
Conduct an HR audit so you can comply with the labour laws
Much of HR is based on legislative requirements. Either because the law requires something to be done, for example, keeping certain records such as attendance registers or remuneration information. Or because the law requires that a process is conducted in a certain way, for example, following a fair procedure when conducting a disciplinary hearing and ensuring that the sanction is based fairly on the facts that were uncovered during the hearing.
Your HR policies and procedures are guidelines for you and your employees on how to carry out operations at your company. An HR audit checks to see:
1. If your HR policies and procedures are appropriately aligned to the labour legislation. For example: are your leave policy or your car allowance policy aligned to relevant laws?
2. If your managers and employees obey your company guidelines. For example: are your performance reviews or disciplinary hearings conducted fairly and appropriately, according to legal requirements.
3. What the level of compliance within the company is; and
4. What areas and level of risk there is in terms of non-compliance within your company. For example: do you have all the information that is required by law in your employee personnel files and do you keep relevant training records?
HR audits will show you if your company operates within the labour laws and in a fair manner that's free from unfair workplace discrimination.
Turn to chapter H02: Human resources audit of your Practical Guide to Human Resources Management to see the step-by-step guide on how you can conduct your own HR audits. If you don't have a copy yet, click here
Are your EE Plans updated with the recent Employment Equity Act changes? Make sure you're 100% compliant or you could pay a penalty of up to 10% of your turnover. Join us at our EEP workshop on 12 March in JHB and 19 March in CPT. Find out more!