| Yes |
No |
Question |
| __ |
__ |
Is the required Americans
With Disabilities Act language regarding accommodations included in
the EEO statement? |
| __ |
__ |
Does the Family and
Medical Leave Policy preserve the features of the Act that are
advantageous to you and is it described in the handbook as required by
law? |
| __ |
__ |
Is the Sexual Harassment
Prohibition and Problem Resolution Procedure strong enough to pass the
tests outlined in recent court cases? |
| __ |
__ |
Do you cover
Employment-At-Will adequately to use as a defense? |
| __ |
__ |
Do you follow a 2 or 3
step Progressive Discipline Procedure that does not include verbal
warnings? |
| __ |
__ |
Are all applicable
Illinois laws included such as Employee Access to Personnel Records
and School Visitation Rights? |
| __ |
__ |
Are provisions made for
AIDS, Violence in the Workplace, replacement of previous Handbooks,
etc.? |
| __ |
__ |
Is language included to
protect against OSHA, Unemployment Compensation, Workers' Compensation
Claims, etc.? |
| __ |
__ |
Are your personnel forms
and labor law posters in compliance with Federal/State regulations?
What if they are not? |
| __ |
__ |
Can you defend against
wrongful discharge or discrimination charges? |
| __ |
__ |
Is your employment
application legal? Has your pre-employment process been updated since
the Americans With Disabilities Act (1994)? |
| __ |
__ |
Are you controlling
Unemployment and/or Worker's Compensation claims? |
| __ |
__ |
Are you
tracking/documenting employee performance? |
| __ |
__ |
Are you in compliance with
all the OSHA programs including Haz Comm, Blood borne Pathogens,
Emergency Evacuation, Personal Protective Equipment? |
| __ |
__ |
Are you complying with all
requirements of Cobra such as notification upon enrollment of
benefits? |
