HR Mini Self-Audit: Records & Reporting
Quiz-summary
0 of 15 questions completed
Questions:
- 1
- 2
- 3
- 4
- 5
- 6
- 7
- 8
- 9
- 10
- 11
- 12
- 13
- 14
- 15
Information
|
You must specify a text. |
|
|
You must specify an email address. |
When it comes to record retention and reporting business data to the right entities, it can be really hard to figure out if you’re doing things right or on time. And the consequences if you mess up can be anything from a fine to jail time and serious penalties on your business.
So spend a few minutes of your time and test your knowledge in this quick quiz and see if you are on top of things or not!
You have already completed the quiz before. Hence you can not start it again.
Quiz is loading...
You must sign in or sign up to start the quiz.
You have to finish following quiz, to start this quiz:
Results
0 of 15 questions answered correctly
Time has elapsed
You have reached 0 of 0 points, (0)
Categories
- Not categorized 0%
- 1
- 2
- 3
- 4
- 5
- 6
- 7
- 8
- 9
- 10
- 11
- 12
- 13
- 14
- 15
- Answered
- Review
-
Question 1 of 15
1. Question
Do you conduct annual reviews of your personnel files to make sure they are up-to-date?
Correct
Great! It’s good to ensure that your personnel files are up-to-date. If an employee has a change throughout the year, you need to update your records immediately. Conducting an annual review can help you ensure that you’re on track. Misfiling of I-9 and medical information in the personnel file can be a costly mistake.
Incorrect
Sorry 🙁
You need to always ensure that your personnel files are up-to-date. If an employee has a change throughout the year, you need to update your records immediately. Conducting an annual review can help you ensure that you’re on track. Misfiling of I-9 and medical information in the personnel file can be a costly mistake.
-
Question 2 of 15
2. Question
Do you store your personnel files in a confidential location where it cannot be accessed by unauthorized personnel?
Correct
Great!
You are required to store employee and applicant information in a secure location with limited access only by those authorized to have access.Incorrect
Sorry 🙁
You are required to store employee and applicant information in a secure location with limited access only by those authorized to have access. -
Question 3 of 15
3. Question
Do you store employee’s medical records in the same secure location that you store general personnel records?
Correct
Great!
You are required to store employee’s general records in a different, but still secure, location from their medical records. i.e. return to work physician statements, on the job injury information and drug testing information MUST be kept separatelyIncorrect
Sorry 🙁
You are required to store employee’s general records in a different, but still secure, location from their medical records. i.e. return to work physician statements, on the job injury information and drug testing information MUST be kept separately -
Question 4 of 15
4. Question
Do you retain medical records for your applicants if they aren’t hired for the position?
Correct
Great!
You are required to retain medical records for employees for 2 years, 5 years for on the job injuries and 30 years for any exposure to hazardous chemicals or bloodborne pathogens. This information MUST be kept in a separate file; NOT THE PERSONNEL FILE!Incorrect
Sorry 🙁
You are required to retain medical records for employees for 2 years, 5 years for on the job injuries and 30 years for any exposure to hazardous chemicals or bloodborne pathogens. This information MUST be kept in a separate file; NOT THE PERSONNEL FILE! -
Question 5 of 15
5. Question
Do you have your labor posters displayed somewhere where employees are likely to see them?
Correct
Great!
You have to display your UP-TO-DATE labor law posts in a prominent place where employees are likely to see it. Posters that are 2 to 3 years old are likely to be out of date.Incorrect
Sorry 🙁
You have to display your UP-TO-DATE labor law posts in a prominent place where employees are likely to see it. Posters that are 2 to 3 years old are likely to be out of date. -
Question 6 of 15
6. Question
Are you destroying an employee’s W-4 form when they are terminated?
Correct
Great!
You are required to retain their W-4 for the time it is in effect plus 4 years. Keeping records longer than the required time-frame can open you up to legal issues in the event of an audit as well though. Social Security numbers must be protected.Incorrect
Sorry 🙁
You are required to retain their W-4 for the time it is in effect plus 4 years. Keeping records longer than the required time-frame can open you up to legal issues in the event of an audit as well though. Social Security numbers must be protected. -
Question 7 of 15
7. Question
Do you keep your payroll records for more than 3 years?
Correct
Great!
You shouldn’t keep records longer than legally required. Doing so opens you up to legal issues in the event of an audit as well as the liability for maintaining confidentiality of social security numbers.Incorrect
Sorry 🙁
You shouldn’t keep records longer than legally required. Doing so opens you up to legal issues in the event of an audit as well as the liability for maintaining confidentiality of social security numbers. -
Question 8 of 15
8. Question
Do you keep all the records required by the FLSA?
Correct
Great!
Hiring of minors requires specific paperwork that may vary by State. Timekeeping records and overtime payments as well as job classifications are critical to prove you are paying your employees appropriately.Incorrect
Sorry 🙁
Hiring of minors requires specific paperwork that may vary by State. Timekeeping records and overtime payments as well as job classifications are critical to prove you are paying your employees appropriately. -
Question 9 of 15
9. Question
Do you keep your employment tax records for at least four years?
Correct
Great!
You are required to keep employment tax records for at least four years.Incorrect
Sorry 🙁
You are required to keep employment tax records for at least four years. -
Question 10 of 15
10. Question
If you have government contracts, is your compliance with affirmative action requirements maintained?
Correct
Great!
Government contractors must maintain an effective Affirmation Action Plan including workforce analysis, labor market census data, job applicants, veterans and disabled applicants and employees by category and any terminations or promotions every year.Incorrect
Sorry 🙁
Government contractors must maintain an effective Affirmation Action Plan including workforce analysis, labor market census data, job applicants, veterans and disabled applicants and employees by category and any terminations or promotions every year. -
Question 11 of 15
11. Question
Do you keep your social security tax records for at least 4 years from the tax due date, or payment, whichever is later?
Correct
Great!
Incorrect
Sorry 🙁
You should keep these records for at least 4 years. -
Question 12 of 15
12. Question
Are I-9 records kept for 3 years after the date of hire or one year after the date the employee’s employment is terminated, whichever is later?
Correct
Great!
Any temporary work visa and other documents with an expiration date must be renewed and filed in a separate file from the personnel file. All I-9 forms must be 100% complete, signed and dated by the employee and employer representative and available for audit, without prior notice. Supporting documents must be listed on the form along with document number, expiration date and name of issuing agency. NO SHORTCUTS! You may not simply attach a copy of the document to the form.Incorrect
Sorry 🙁
Any temporary work visa and other documents with an expiration date must be renewed and filed in a separate file from the personnel file. All I-9 forms must be 100% complete, signed and dated by the employee and employer representative and available for audit, without prior notice. Supporting documents must be listed on the form along with document number, expiration date and name of issuing agency. NO SHORTCUTS! You may not simply attach a copy of the document to the form. -
Question 13 of 15
13. Question
Are you reporting new hires to the correct state and/or federal agencies?
Correct
Great!
In Tennessee, the penalty for not reporting is $20 per incident, or up to $400 if conspiracy to avoid reporting is determined. You can find out more at: https://newhire-reporting.com/TN-Newhire/WhenAndHow.aspIncorrect
Sorry 🙁
In Tennessee, the penalty for not reporting is $20 per incident, or up to $400 if conspiracy to avoid reporting is determined. You can find out more at: https://newhire-reporting.com/TN-Newhire/WhenAndHow.asp -
Question 14 of 15
14. Question
Do you file an EEO-1 each year?
Correct
Great!
A workforce analysis is the best defense against a claim of discrimination IF you can demonstrate that your hiring practices are consistent with the demographics of the available population in your labor market area and it may identify deficiencies as well.Incorrect
Sorry 🙁
A workforce analysis is the best defense against a claim of discrimination IF you can demonstrate that your hiring practices are consistent with the demographics of the available population in your labor market area and it may identify deficiencies as well. -
Question 15 of 15
15. Question
Would you like for one of our specialists to contact you regarding your results?
Correct
Great! We will be in touch within 1-3 business days.
Incorrect
Thank you for taking this self-audit. We hope it has helped you!