Form Submission is restrictedForm is successfully submitted. Thank you!HR Compliance1. Does your organization have an EEO policy?*YesNoDo Not KnowNot Applicable2. Does your organization have measures in place to prohibit and discourage retaliation against an individual for filing a discrimination charge?*YesNoDo Not KnowNot Applicable3. Does your organization file the Employer Information Report – EEO-1 with the Equal Employment Opportunity Commission (EEOC) no later than September 30th of every year?*YesNoDo Not KnowNot Applicable4. Does your organization have a complaint and investigation procedure to handle discrimination complaints?*YesNoDo Not KnowNot Applicable5. Does your organization track the flow of applicants based on race?*YesNoDo Not KnowNot Applicable Sexual Harassment6. Does your organization have a written sexual harassment prevention policy?*YesNoDo Not KnowNot Applicable7. Does your organization have measures in place to prohibit and discourage retaliation against an individual for filing a sexual harassment charge?*YesNoDo Not KnowNot Applicable8. Does your organization have a formal process to address sexual harassment complaints and conduct investigations?*YesNoDo Not KnowNot Applicable9. Does your organization providesexual harassment prevention training to new hires and existing employees?*YesNoDo Not KnowNot Applicable ADEA10. Does your organization refrain from placing age preferences on job postings or advertisements?*YesNoDo Not KnowNot Applicable11. Does your organization have measures in place to prohibit and discourage retaliation against an individual for filing an age discrimination charge?*YesNoDo Not KnowNot Applicable12. Does your group benefit programs offer equal coverage for employees of every age?*YesNoDo Not KnowNot Applicable Pregnancy Discrimination Act (PDA) of 1978 - (Employers with 15 or more employees)13. Does your organization have a pregnancy-related leave policy?*YesNoDo Not KnowNot Applicable14. Does your organization give equal consideration to pregnant applicants and employees for open positions?*YesNoDo Not KnowNot Applicable15. Does your organization allow pregnant employees to work if they can perform their jobs?*YesNoDo Not KnowNot Applicable16. Does your organization hold a job open for a pregnancy-related absence the same length of time jobs are held open for other employees on sick or disability leave?*YesNoDo Not KnowNot Applicable17. Does your organization require an employee to submit a doctor certification for pregnancy-related conditions?*YesNoDo Not KnowNot Applicable18. Does your organization have measures in place to prohibit and discourage retaliation against an individual for filing a pregnancy discrimination charge?*YesNoDo Not KnowNot Applicable19. If applicable, does your organization health insurance cover expenses for pregnancy-related conditions?*YesNoDo Not KnowNot Applicable20. If applicable, does your organization offer pregnancy-related benefits to unmarried and married employees?*YesNoDo Not KnowNot Applicable Americans with Disabilities Act (ADA) of 1990 - (Employers with 15 or more employees)21. Does your organization ask applicants disability-related questions before a conditional job offer has been made?*YesNoDo Not KnowNot Applicable22. After a conditional job offer has been made, does your organization ask questions about a disability to determine if the applicant can perform the essential functions of the job?*YesNoDo Not KnowNot Applicable23. If applicable, does your organization only require medical examinations if it is job-related and a conditional job offer has been made?*YesNoDo Not KnowNot Applicable24. If applicable, does your organization administer non job-related medical examinations or ask non job-related disability questions in the course of employment?*YesNoDo Not KnowNot Applicable25. Does your organization make reasonable accommodations to qualified applicants or employees with a disability?*YesNoDo Not KnowNot Applicable26. Does your organization have a procedure in place to investigate all disability complaints?*YesNoDo Not KnowNot Applicable27. Does your organization have measures in place to prohibit and discourage retaliation against an individual for filing a disability discrimination charge?*YesNoDo Not KnowNot Applicable28. Does your organization understand and follow the interactive ADA Accommodation Process?*YesNoDo Not KnowNot Applicable29. Does your organization have a return-to-work program to accommodate eligible disabled employees?*YesNoDo Not KnowNot Applicable30. Does your organization have current, accurate job descriptions for each job class that identifies physical, mental, attendance requirements and working conditions necessary to perform the job?*YesNoDo Not KnowNot ApplicableYesNoDo Not KnowNot Applicable Genetic Information Non-Discrimination Act (GINA) of 2008 - (Employers with 15 or more employees)32. Does your organization ask genetic-related questions to employees and applicants of employment during the recruitment, hiring, firing or layoff process?*YesNoDo Not KnowNot Applicable33. Does your organization have measures in place to prohibit and discourage retaliation against an individual for filing a genetic discrimination charge?*YesNoDo Not KnowNot Applicable34. Does your organization have a voluntary wellness program that refrains from asking mandatory questions regarding genetic information?*YesNoDo Not KnowNot Applicable Equal Pay Act (EPA) of 1963 - (Employers with one or more employees)35. Are pay differentials permitted only when they are based on seniority, merit, quantity or quality of production, or a factor other than the sex of the employee?*YesNoDo Not KnowNot Applicable36. Does your organization maintain wage records that document wage deviations when they take place between men and women in identical positions?*YesNoDo Not KnowNot Applicable Immigration Reform and Control Act (IRCA) of 1986 - (Employers with one or more employees)38. Does your organization require new employees to complete and sign Section 1 of Form I-9 at the start of employment?*YesNoDo Not KnowNot Applicable39. Does your organization record the identity and eligibility of an employee within three business days of start of employment (as required in Section 2 of Form I-9) to verify authorization to work in the United States?*YesNoDo Not KnowNot Applicable40. Does your organization certify in writing receipt of all required documents listed on the Form I-9?*YesNoDo Not KnowNot Applicable41. Does your organization require all documents presented during the identity and eligibility process to remain unexpired?*YesNoDo Not KnowNot Applicable Immigration and Nationality Act (INA) of 1952 - (All employers, regardless of size)42. Does your organization understand the steps to hire a foreign national for short-term employment?*YesNoDo Not KnowNot Applicable43.) Does your organization understand the process to extend a non-resident alien the ability to stay in the United States?*YesNoDo Not KnowNot Applicable44. Does your organization understand the process that must be followed if a non-resident alien is denied the ability to stay in the United States?*YesNoDo Not KnowNot Applicable45. Does your organization understand its obligation to notify the USCIS of any firings, termination of employment, or changes in employee eligibility?*YesNoDo Not KnowNot Applicable46. Does your organization know its obligation to pay for the costs for travel abroad of a foreign national employee upon separation of employment?*YesNoDo Not KnowNot Applicable E-Verify - (Some employers, regardless of size)47. Does your organization use the E-Verify system to verify employment eligibility to work in the United States?*YesNoDo Not KnowNot Applicable48. Does your organization have an employee complete the Employment Eligibility Verification form (Form I-9) before creating a case in E-Verify?*YesNoDo Not KnowNot Applicable49. Does your organization understand the timeframe to verify eligibility through the E-Verify system?*YesNoDo Not KnowNot Applicable50. Does your organization require employees or potential employees to use E-Verify Self Check?*YesNoDo Not KnowNot Applicable51. Does your organization ensure that all cases are closed by the user of E-Verify once the final verification is completed?*YesNoDo Not KnowNot Applicable52. Does your organization post the E-Verify poster in an accessible place at your worksites?*YesNoDo Not KnowNot Applicable Family and Medical Leave Act (FMLA) of 1993 - (Employers with 50 or more employees)53. Does your organization have a written Family Medical Leave Act (FMLA) policy?*YesNoDo Not KnowNot Applicable54. Does your organization give written notice detailing the specific expectations and obligations of the employee, including written determination that leave will be counted as an FMLA leave?*YesNoDo Not KnowNot Applicable55. Does your organization have a standard FMLA statement to send to an employee who has been absent from work for three consecutive days?*YesNoDo Not KnowNot Applicable56. Does your organization understand the recertification timeline requirements under FMLA?*YesNoDo Not KnowNot Applicable57. Does your organization understand the rules to follow to clarify a medical certification form with an employee's attending physician?*YesNoDo Not KnowNot Applicable58. Does your organization grant eligible employees with up to a total of 12 weeks of unpaid, job-protected leave per year?*YesNoDo Not KnowNot Applicable59. Does your organization have a military exigency leave provision that allows eligible employees to take up to 12 work weeks of unpaid, job protected leave?*YesNoDo Not KnowNot Applicable60. Does your organization grant FMLA parental leave for an employee to care for a parent of a military member when the parent is incapable of self-care?*YesNoDo Not KnowNot Applicable61. Does your organization have a military caregiver provision that allows eligible employees to take up to 26 work weeks of unpaid, job protected leave in a single 12-month period?*YesNoDo Not KnowNot Applicable62. Does your organization grant employees an FMLA leave on an intermittent or reduced schedule basis?*YesNoDo Not KnowNot Applicable63. Are employees restored to their original job status, including pay, benefits, etc., upon return from FMLA leave?*YesNoDo Not KnowNot Applicable64. Does your organization maintain group health benefits for eligible employees for a total of 3 months during a FMLA qualified leave?*YesNoDo Not KnowNot Applicable65. Does your organization require employees to submit a doctor clearance (fitness for duty) upon return from a qualified FMLA leave?*YesNoDo Not KnowNot Applicable66. Does your organization have measures in place to prohibit and discourage retaliation against an individual for exercising their rights under FMLA?*YesNoDo Not KnowNot Applicable67. Does your organization verify when an employee exhausts their leave time under FMLA that they are not eligible for additional time under the ADA?*YesNoDo Not KnowNot Applicable68. Is your organization aware of the right to a second opinion on a medical certification in accordance with FMLA regulations?*YesNoDo Not KnowNot Applicable69. If your organization has multiple offices/locations do you offer FMLA to employees at each location?*YesNoDo Not KnowNot Applicable70. Has your organization identified key employees (highest paid 10% of all employees) that would be exempt from the FMLA provisions?*YesNoDo Not KnowNot Applicable Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 - (All employers, regardless of size)71. Does your organization have written policies and procedures for handling a Uniformed Services Employment and Reemployment Rights Act (USERRA) military leave?*YesNoDo Not KnowNot Applicable72. Does your organization have a procedure in place to reemploy service members returning from a period in the uniformed services per the provisions of USERRA?*YesNoDo Not KnowNot Applicable73. Does your organization reinstate a service members seniority date, pay and benefits immediately upon return from a military leave?*YesNoDo Not KnowNot Applicable74. Are reemployed employees discharged only for cause, per USERRA?*YesNoDo Not KnowNot Applicable75. If your organization has a reduction in force, will you only layoff an employee on a USERRA-qualified leave with a solid business justification (i.e., elimination of department)?*YesNoDo Not KnowNot Applicable76. Are service members permitted (but not required) to use any vacation accrued before beginning military service instead of unpaid leave?*YesNoDo Not KnowNot Applicable77. Does your organization have a procedure in place to provide training and re-training for returning service members?*YesNoDo Not KnowNot Applicable78. Does your organization have a procedure in place to make a reasonable effort to accommodate disabled veterans?*YesNoDo Not KnowNot Applicable Uniformed Veterans Benefits Improvement Act (VBIA) of 2004 - (Employer with one or more employees that offer employer-sponsered group plans) Employment and Reemployment Rights Act (USERRA) of 1994 - (All employers, regardless of size)79. Does your organization have a procedure in place to provide access to employer sponsored benefits for up to 24 months for those on military leave and their dependents?*YesNoDo Not KnowNot Applicable80. Does your organization charge no more than the active rate for the first 30 days of a military leave?*YesNoDo Not KnowNot Applicable The Jury Selection and Service Act of 1968 - (All employers, regardless of size)81. Does your organization allow employees to take time off for jury duty service?*YesNoDo Not KnowNot Applicable82. Does your organization have a policy in place that prevents discrimination and intimidation of employees selected for jury duty?*YesNoDo Not KnowNot Applicable Occupational Safety and Health Act (OSHA) of 1970 - GENERAL INDUSTRY - (Employers with one or more employees)83. Does your organization log your recordable injuries/incidents within seven days on the OSHA 300 and 301 log?*YesNoDo Not KnowNot Applicable84. Does your organization post injuries, exposures and fatalities annually from February 1st through April 30th of the previous calendar year on the OSHA 300A log?*YesNoDo Not KnowNot Applicable85. Does your organization have an Executive member from your organization certify the accuracy of the OSHA 300 log?*YesNoDo Not KnowNot Applicable86. Does your organization understand the requirements for employees to wear personal protection equipment (PPE)?*YesNoDo Not KnowNot Applicable87. Does your organization provide information and employee training on the general requirements of personal protection equipment (PPE)?*YesNoDo Not KnowNot Applicable88. Does your organization provide OSHA record access upon request from employees or other outside entities?*YesNoDo Not KnowNot Applicable89. Does your organization have a procedure in place to report work-related fatalities, injuries or accidents that result in hospitalization of three or more people to the OSHA regional office?*YesNoDo Not KnowNot Applicable90. Does your organization currently maintain an Accident Prevention Program that includes applicable state OSHA regulations?*YesNoDo Not KnowNot Applicable91. Does your organization have an Emergency Action and Fire Prevention Plan in place?*YesNoDo Not KnowNot Applicable92. Does your organization have a written return-to-work program in place?*YesNoDo Not KnowNot Applicable93. Does your organization provide First Aid training to select employees?*YesNoDo Not KnowNot Applicable94. Does your organization have measures in place to prohibit and discourage retaliation and discrimination against an individual for filing a safety complaint?*YesNoDo Not KnowNot Applicable95. Does your organization identify and inspect workplace safety conditions on a regular basis?*YesNoDo Not KnowNot Applicable OSHA Hazard Communication Standard - GENERAL INDUSTRY - (Employers with one or more employees)96. Does your organization maintain a safety program in compliance with applicable State Right To Know laws and OSHA Hazard Communication?*YesNoDo Not KnowNot Applicable97. Does your organization properly label all hazardous materials in the workplace?*YesNoDo Not KnowNot Applicable98. Does your organization provide information and employee training on the general requirements of the Right To Know Hazard Communication law?*YesNoDo Not KnowNot Applicable Records, Retention, and Destruction - (Most employers, regardless of size)99. Does your organization maintain adequate recordkeeping of employee wages and hours worked under the Fair Labor Standards Act (FLSA)?*YesNoDo Not KnowNot Applicable100. Does your organization maintain secured personnel files in a locked file cabinet on all employees?*YesNoDo Not KnowNot Applicable101. Does your organization maintain employment applications related to hire and no hire decisions for one calendar year?*YesNoDo Not KnowNot Applicable102. Does your organization maintain all medical-related files separate from the employee personnel file?*YesNoDo Not KnowNot Applicable103. Does your organization maintain genetic-related records separate from the employee personnel in a locked file cabinet?*YesNoDo Not KnowNot Applicable104. Does your organization maintain the most recent copy of Form EEO-1?*YesNoDo Not KnowNot Applicable105. Does your organization maintain Health Insurance Portability and Accountability Act (HIPAA) related records for at least six years?*YesNoDo Not KnowNot Applicable106. Does the organization maintain a system that tracks and maintains COBRA data records on each qualified beneficiary for the entire time they are eligible for COBRA benefits?*YesNoDo Not KnowNot Applicable107. Does your organization maintain undeliverable W-2 forms for four years?*YesNoDo Not KnowNot Applicable108. Does your organization maintain Form I-9 for three years after date of hire or one year after termination, whichever is later?*YesNoDo Not KnowNot Applicable109. Does your organization retain employee requests for reasonable accommodations for one year in accordance to the American with Disabilities Act?*YesNoDo Not KnowNot Applicable110. Does your organization maintain benefit-related plan information as long the plan is in existence?*YesNoDo Not KnowNot Applicable111. Does your organization maintain Employee Retirement Income Security Act (ERISA) related records (i.e., HIPAA documents, procedures) for as long as it is in existence or six years thereafter?*YesNoDo Not KnowNot Applicable112. Does your organization keep payroll tax records for at least four years?*YesNoDo Not KnowNot Applicable113. Does your organization maintain consumer investigative records?*YesNoDo Not KnowNot Applicable114. Does your organization remove employee records of disciplinary actions more than four years old before releasing the record, unless ordered by a court to do otherwise?*YesNoDo Not KnowNot Applicable115. Does your organization maintain retirement program beneficiary information for active account holders indefinitely?*YesNoDo Not KnowNot Applicable116. Does your organization preserve the records of former employees (or at least the records relating to decisions affecting pay, such as promotions and evaluations)?*YesNoDo Not KnowNot Applicable Federal Mandatory Postings - (Employers posting requirements varies by company size)117. Does your organization post the Consolidated Equal Employment Opportunity (EEO) poster in an accessible area at your work sites?*YesNoDo Not KnowNot Applicable118. Does your organization post the Family Medical Leave Act (FMLA) poster in an accessible area at your work sites?*YesNoDo Not KnowNot Applicable119. Does your organization post the Fair Labor Standards Act (FLSA) poster in an accessible area at your work sites?*YesNoDo Not KnowNot Applicable120. Does your organization post the Uniformed Services Employment and Reemployment Rights Act (USERRA) poster in an accessible area at your work sites?*YesNoDo Not KnowNot Applicable121. Does your organization post the Employee Polygraph Protection Act (EPPA) poster in an accessible area at your work sites?*YesNoDo Not KnowNot Applicable122. Does your organization post the Occupational Safety and Health Act (OSHA) poster in an accessible place at your work sites?*YesNoDo Not KnowNot Applicable Older Workers Benefit Protection Act (OWBPA) of 1990 - (All employers, regardless of size)123. Does your organization offer severance pay to employees that are involuntarily separated for reasons other than gross misconduct?*YesNoDo Not KnowNot Applicable124. Does your organization offer to extend benefit coverage to departing employees as part of the severance agreement?*YesNoDo Not KnowNot Applicable125. Does your organization require employees that are offered a severance agreement to voluntarily sign a release or waiver of liability for all claims connected with their employment relationship?*YesNoDo Not KnowNot Applicable126. Does your organization provide an employee with at least 21 days to consider the severance agreement?*YesNoDo Not KnowNot Applicable127. Does your organization give an employee seven days to revoke his or her signature after signing the severance agreement?*YesNoDo Not KnowNot Applicable128. Does your organization include the Age Discrimination in Employment Act (ADEA) waiver of claim language as part of the severance agreement?*YesNoDo Not KnowNot Applicable129. Does your organization have a procedure in place to provide the selection criteria to the group of employees affected by a reduction in force or corporate downsizing?*YesNoDo Not KnowNot Applicable Health Insurance Portability and Accountability Act (HIPAA) of 1996 - (Employers with one or more employees with employer-sponsored group health plans)130. Has your organization determined the areas of your organization that handle or have access to protected health information (PHI) and electronic protected health information (EPHI)?*YesNoDo Not KnowNot Applicable131. Has the individual within your organization responsible for the administration of the group plan determined what information is not considered protected health information (PHI) in accordance with HIPAA?*YesNoDo Not KnowNot Applicable132. Has your organization determined all the protected health information (PHI) in the electronic form that falls under the HIPAA Security Rule?*YesNoDo Not KnowNot Applicable133. Does your plan have a compliance action plan with HIPAA privacy procedures?*YesNoDo Not KnowNot Applicable134. Are there HIPAA privacy procedures in place adopted by the plan to limit access to protected health information (PHI) to certain individuals within your organization?*YesNoDo Not KnowNot Applicable135. Does your organization have a designated privacy officer within the plan to handle PHI?*YesNoDo Not KnowNot Applicable136. Does your organization obtain written authorization for any use or disclosure of PHI?*YesNoDo Not KnowNot Applicable137. Does your organization send all confidential protected health information (PHI) in a secured format?*YesNoDo Not KnowNot Applicable138. Has your organization identified all of your plans associated with protected health information (PHI) and electronic protected health information (EPHI)?*YesNoDo Not KnowNot Applicable139. Has your organization identified all of your non-health plans associated with HIPAA that have access to individual health information?*YesNoDo Not KnowNot Applicable140. Has your organization established and maintained reasonable and appropriate safeguards to protect PHI that is either transmitted or maintained in an electronic format?*YesNoDo Not KnowNot Applicable141. Has your organization designated certain individuals into your HIPAA workforce?*YesNoDo Not KnowNot Applicable142. Does your organization have a committee established to work through privacy and security compliance as your HIPAA privacy workforce?*YesNoDo Not KnowNot Applicable143. Does your organization have a Planning Subcommittee established to handle the day-to-day required steps?*YesNoDo Not KnowNot Applicable144. Does your organization have a Business Associate Agreement with each business associate?*YesNoDo Not KnowNot Applicable145. Does your organization provide an annual HIPAA notice informing individuals of their privacy rights with respect to protected health information (PHI)?*YesNoDo Not KnowNot Applicable146. Does your organization promptly revise and distribute the required notice whenever there is a material change to privacy practices?*YesNoDo Not KnowNot Applicable147. Does your organization grant individual rights to employees under the HIPAA rules?*YesNoDo Not KnowNot Applicable148. Does your organization comply with the PHI rule regarding plan administration?*YesNoDo Not KnowNot Applicable149. Does your organization have a map outlining where your electronic protected health information (EPHI) is used and stored?*YesNoDo Not KnowNot Applicable150. Has your organization conducted a risk assessment of the potential risk and vulnerabilities as it relates to electronic protected health information (EPHI)?*YesNoDo Not KnowNot Applicable151. Does your organization have procedures in place to notify covered entities in the event of a breach of privacy?*YesNoDo Not KnowNot Applicable152. Does your organization train your health plan workforce to make the proper notifications in the event of a breach of privacy?*YesNoDo Not KnowNot Applicable Employment Retirement Income Security Act (ERISA) of 1974 - Employee Benefit Plans - (Employers with one or more employees that offer employer-sponsored group health plans)153. Does your organization currently offer health insurance benefits to your employees?*YesNoDo Not KnowNot Applicable154. Does your organization have ERISA compliant plans in place in addition to the health benefits at a glance or benefit summary sheet?*YesNoDo Not KnowNot Applicable155. Does your organization file the 5500 reports electronically by the end of the 7th month after the end of the plan year?*YesNoDo Not KnowNot Applicable156. Does your organization file the Form 5558 reports electronically when an extension is needed by the end of the 7th month after the end of the plan year?*YesNoDo Not KnowNot Applicable157. If an extension is needed for your 5500 filings, does your organization file the extension by the date required?*YesNoDo Not KnowNot Applicable158. Does your organization have a procedure in place to distribute Summary Plan Descriptions to plan participants?*YesNoDo Not KnowNot Applicable159. After amending a plan, does your organization provide participants with an updated Summary Plan Description (SPD) or Summary Material Modification (SMM)?*YesNoDo Not KnowNot Applicable160. Does your organization distribute the Summary Material Reduction in Health Plan Services or Benefits notice within 60 days after a material reduction in plan is adopted?*YesNoDo Not KnowNot Applicable161. Does your organization or a third-party provide the Notification of Benefits Determination (explanation of benefits) to all claimants and beneficiaries?*YesNoDo Not KnowNot Applicable162. Does your organization have a written policy and an internal procedure to administer Qualified Medical Child Support Orders (QMCSOs)?*YesNoDo Not KnowNot Applicable163. Does your organization maintain copies of the plan documents within Human Resources and/or at the main office of the plan administrator for examination by the employees?*YesNoDo Not KnowNot Applicable164. Does the plan or a third-party administrator have written ERISA compliant claim procedures (e.g. that are followed for all levels and types of claims)?*YesNoDo Not KnowNot Applicable165. For multiple fully-insured plans and/or self-funded plans, has a wrap document been completed so the Form 5500 can be filed once under a single plan number?*YesNoDo Not KnowNot Applicable Employment Retirement Income Security Act (ERISA) of 1974 - Retirement Plans - (Employers with one or more employees that offer employer-sponsored group health plans)166. Does your organization have a retirement savings plan in place for your employees?*YesNoDo Not KnowNot Applicable167. Does your organization adhere with the fiduciary standards in accordance to ERISA?*YesNoDo Not KnowNot Applicable168. Does your organization have fidelity bond amounts in place to satisfy ERISA to cover the individuals that handle the plan assets?*YesNoDo Not KnowNot Applicable169. Are the 5500 reports filed electronically on an annual basis by the end of the 7th month after the end of the plan year?*YesNoDo Not KnowNot Applicable170. Does your organization file the 5500 SF (Short Form 5500) reports electronically by the end of the 7th month after the end of the plan year?*YesNoDo Not KnowNot Applicable171. Does your organization file the Form 5558 reports electronically by the end of the 7th month after the end of the plan year?*YesNoDo Not KnowNot Applicable172. Does your organization file the appropriate Schedules along with Form 5500?*YesNoDo Not KnowNot Applicable173. Does your organization file the IRS Form 1099-R electronically by March 31 for distributions made by employees from Pensions, Annuities Retirement or Profit Sharing Plans, IRAs or Insurance Contracts?*YesNoDo Not KnowNot Applicable174. Does your organization have a procedure in place to distribute summary plan descriptions to plan participants?*YesNoDo Not KnowNot Applicable175. After amending a plan, does your organization provide participants with an updated Summary Plan Description or Summary Material Modification (SMM)?*YesNoDo Not KnowNot Applicable176. Does your organization distribute a Summary Annual Report (SAR) to all participants with account balances by December 15th?*YesNoDo Not KnowNot Applicable177. Does your organization provide the Section 404(c) Plan Disclosure Statement to all participants before the investment instructions are to made by a participant or beneficiary?*YesNoDo Not KnowNot Applicable178. Does your organization provide the Participant Fee and Expense Disclosure Statement to all participants on or before the date the participant can first direct investments, and then annually thereafter?*YesNoDo Not KnowNot Applicable179. Does your organization have a procedure in place to follow the minimum distribution rules when an employee turns 70 1/2?*YesNoDo Not KnowNot Applicable180. Does your organization maintain copies of the plan documents within Human Resources and/or at the main office of the plan administrator for examination by the employees?*YesNoDo Not KnowNot Applicable181. Does your organization have a Blackout Period Notice to provide when required to notify participants or beneficiaries that their accounts are limited or restricted on making distributions, loans or diversifications?*YesNoDo Not KnowNot Applicable182. Does your organization provide an explanation of the Rollover Rules to all plan participants?*YesNoDo Not KnowNot Applicable183. Does your organization provide IRS special tax rules and explanation of benefits to employees?*YesNoDo Not KnowNot Applicable184. Does your organization annually check for operational plan document errors in your retirement plan?*YesNoDo Not KnowNot Applicable185. Does your organization have fiduciary liability insurance in place for your retirement plan?*YesNoDo Not KnowNot Applicable186. Has your organization filed for an IRS determination letter?*YesNoDo Not KnowNot Applicable187. Does your organization update plan documents and interim amendments, as required?*YesNoDo Not KnowNot Applicable188. Does your organization have a self-audit procedure in place (which checks compliance for eligibility provisions, vesting, 404c, investments, and distributions)?*YesNoDo Not KnowNot Applicable189.) Does your organization have an annual CPA audit on your retirement plan?*YesNoDo Not KnowNot Applicable Mental Health Parity and Addiction Equity Act (MHPAEA) of 2008 - (Employers with an average of 50 or more employees during the preceding calendar year under employer-sponsored health plans )190. Does your organization offer mental health and substance abuse benefits to eligible employees at the same level as other physical illness benefits?*YesNoDo Not KnowNot Applicable191. Does your organization ensure mental health and substance abuse benefits are no more restrictive than medical and surgical benefits?*YesNoDo Not KnowNot Applicable192. Has your organization provided a notice of cost exemption if your medical and surgical benefits and mental health and substance abuse disorder increase exceeds 2% in the first plan year and 1% in each subsequent year?*YesNoDo Not KnowNot Applicable Section 125 Plan (Cafeteria Plans)193. Does your organization have a written Section 125 Plan (flexible spending account) in place?*YesNoDo Not KnowNot Applicable194. Does your organization provide employees with a copy of the Summary Plan Description upon enrollment into the plan?*YesNoDo Not KnowNot Applicable195. Has your organization established which employees are eligible to participate in the Section 125 Plan?*YesNoDo Not KnowNot Applicable196. Has your organization established a minimum eligibility and participation requirement for the Section 125 Plan?*YesNoDo Not KnowNot Applicable197. Has your organization determined the qualified benefits under the Section 125 Plan in place?*YesNoDo Not KnowNot Applicable198. Has your organization determined the non-qualified benefits under the Section 125 plan?*YesNoDo Not KnowNot Applicable199. Does your organization allow after-tax contributions to pay for qualified benefits or paid time off?*YesNoDo Not KnowNot Applicable200. Has your organization established the plan year for the Section 125 Plan?*YesNoDo Not KnowNot Applicable201. Does your organization offer a Dependent Care Assistance Program (DCAP) and/or adoption program?*YesNoDo Not KnowNot Applicable202. Does your organization inform participants of the use it or lose it rules if employee-elected amounts are not used in the plan year?*YesNoDo Not KnowNot Applicable203. Does your organization allow a child of an employee who has not attained the age of 27 to receive benefits under a Section 125 Plan?*YesNoDo Not KnowNot Applicable204. Does your organization ensure that highly compensated employees are not favored with contribution and benefits, or as to the utilization of benefits?*YesNoDo Not KnowNot Applicable205. Does your organization conduct an annual benefit eligibility test with the Section 125 Plan?*YesNoDo Not KnowNot Applicable206. Does your organization perform a "Key Employee Concentration Test" annually on your cafeteria plans?*YesNoDo Not KnowNot Applicable207. Does your organization perform the 55% Average Benefits Test annually on your dependent care cafeteria plans?*YesNoDo Not KnowNot Applicable208. Does your organization perform the more than 5% Owners Concentration Test annually on your dependent care cafeteria plans?*YesNoDo Not KnowNot Applicable209. Does your organization offer elections between permitted taxable benefits and qualified taxable benefits?*YesNoDo Not KnowNot Applicable210. Does your organization ensure that all flexible spending account expenses are substantiated?*YesNoDo Not KnowNot Applicable211. Does your organization prohibit self-substantiation of flexible spending account expenses?*YesNoDo Not KnowNot Applicable212. Does your organization have a procedure in place that will allow qualified reservist distributions to employees called to active military duty?*YesNoDo Not KnowNot Applicable213. Does your organization prohibit over-the-counter (OTC) drugs from being reimbursed in the Section 125 Plan?*YesNoDo Not KnowNot Applicable214. Does your organization allow a participant to drop health coverage and revoke his/her cafeteria plan mid-year?*YesNoDo Not KnowNot Applicable215. Does your organization allow elective paid time off (PTO) as a permitted taxable benefit through the cafeteria plan?*YesNoDo Not KnowNot Applicable216. Does your organization allow contributions to section 401k plans?*YesNoDo Not KnowNot Applicable217. Does your organization prohibit deferral of compensation in the Section 125 Plan?*YesNoDo Not KnowNot Applicable218. Does your organization allow weight loss program reimbursement with medical necessity through the Section 125 plan?*YesNoDo Not KnowNot Applicable219. Does your organization have a run-out period to allow employees to submit claims for reimbursement after the end of the plan year?*YesNoDo Not KnowNot Applicable220. Does your flexible spending account plan allow debit card or other payment card usage?*YesNoDo Not KnowNot Applicable221. Does your organization permit a grace period to flexible spending account participants immediately following the end of the plan year?*YesNoDo Not KnowNot Applicable Consolidated Omnibus Budget Reconciliation Act (COBRA) Health Benefits Provisions in 1986 - (Employers with 20 or more employees )222. Does your organization offer COBRA coverage for the group benefit plans?*YesNoDo Not KnowNot Applicable223. Does your organization treat all individuals who were covered by your group health plan on the day before a qualifying event as qualified beneficiaries?*YesNoDo Not KnowNot Applicable224. If your organization maintains a flexible spending account (FSA), do you treat the FSA as subject to COBRA?*YesNoDo Not KnowNot Applicable225. Does your organization treat children born to or adopted by covered employees during a period of continuation coverage as qualified beneficiaries?*YesNoDo Not KnowNot Applicable226. Has your organization determined what qualifying events are covered under the COBRA regulations?*YesNoDo Not KnowNot Applicable227. Does your organization have procedures for determining whether an employee is terminated for gross misconduct?*YesNoDo Not KnowNot Applicable228. Does your organization terminate coverage when a qualifying event occurs?*YesNoDo Not KnowNot Applicable229. Does your organization provide identical coverage to all qualified beneficiaries when the plan coverage is modified?*YesNoDo Not KnowNot Applicable230. Does your organization send required benefit communications (SPDs, SMMs, etc.) to both active employees and COBRA qualified beneficiaries?*YesNoDo Not KnowNot Applicable231. Does your organization extend the same open enrollment rights to qualified beneficiaries as it does active employees?*YesNoDo Not KnowNot Applicable232. Does your organization extend the same HIPAA Special Enrollment rights to qualified beneficiaries as active employees?*YesNoDo Not KnowNot Applicable233. If a spouse has been removed from the plan in anticipation of a divorce, does the organization provide COBRA election notices to an ex-spouse at the time of divorce?*YesNoDo Not KnowNot Applicable234. If conversion coverage is available under the group health plan, does the organization offer qualified beneficiaries the option of conversion coverage during the 180-day period ending on the date the beneficiaries maximum coverage periods expire?*YesNoDo Not KnowNot Applicable235. Does your organization inform qualified beneficiaries in writing of any material changes to the plan within 210 days after the plan year during which the changes are adopted?*YesNoDo Not KnowNot Applicable236. Does your organization notify qualified beneficiaries in writing if there is a reduction in covered services or benefits?*YesNoDo Not KnowNot Applicable237. Does the organization consider a qualified beneficiary election as made on the date the beneficiary sent the election to the organization or COBRA administrator (post mark date)?*YesNoDo Not KnowNot Applicable238. Does the organization allow qualified beneficiaries to separate election rights (i.e., children/spouse)?*YesNoDo Not KnowNot Applicable239. Does the organization allow qualified beneficiaries who initially reject COBRA coverage but changes their mind before the election period expires to elect COBRA coverage upon receipt of premium?*YesNoDo Not KnowNot Applicable240. Does the organization suspend the election period until a guardian is appointed for any qualified beneficiary who is incapacitated?*YesNoDo Not KnowNot Applicable241. Does the organization notify employees who declined coverage or failed to pay premiums during FMLA leave of their rights to elect continuation coverage?*YesNoDo Not KnowNot Applicable242. Does the organization begin the COBRA coverage period even when severance agreements include COBRA premium payments?*YesNoDo Not KnowNot Applicable243. Does the organization extend the 18-month period of COBRA continuation coverage to a 29-month period to qualified beneficiaries under certain conditions?*YesNoDo Not KnowNot Applicable244. Does the organization extend the 18-month period of COBRA continuation coverage to a 29-month period for family members of qualified beneficiaries who are determined to be disabled under certain conditions?*YesNoDo Not KnowNot Applicable245. Does the organization measure the maximum coverage period from either date of the qualifying event or from the date coverage is lost?*YesNoDo Not KnowNot Applicable246. Does the organization offer a maximum coverage period of 36 months to qualified beneficiaries who lose coverage because an employee dies, divorces, has a legal separation, entitlement to Medicare, or a child loss of dependent status under the plan terms?*YesNoDo Not KnowNot Applicable247. Does the organization summary plan descriptions explain COBRA continuation rights?*YesNoDo Not KnowNot Applicable248. Are Initial and Qualifying Event Notices delivered by first-class mail with Post Office Certificate of Mailing?*YesNoDo Not KnowNot Applicable249. Does your organization notify qualified beneficiaries, in writing, of their COBRA continuation rights within the designated timeframe from the date of a qualifying event?*YesNoDo Not KnowNot Applicable250. Does your organization extend qualified beneficiaries a 60-day election period to decide whether or not to elect COBRA coverage?*YesNoDo Not KnowNot Applicable251. Does the organization notify the individual(s), in writing, explaining why he or she is not entitled to coverage, within the specified timeframe from receipt of the qualified beneficiaries notice of a qualifying event?*YesNoDo Not KnowNot Applicable252. Does your organization send a written initial COBRA notice to covered new employees and their spouse/dependents, in writing, within 90 days after group coverage begins informing them of their COBRA continuation rights?*YesNoDo Not KnowNot Applicable253. Is a separate COBRA continuation rights notice sent to the spouse and dependents of the employee if residing at a different address from the employee?*YesNoDo Not KnowNot Applicable254. Does your organization notify the Group Health Plan or Plan Administrator within 30 days of a qualifying event?*YesNoDo Not KnowNot Applicable255. Does your organization require a qualified beneficiary to provide written or verbal notice to the plan administrator within 30 days of a qualifying event?*YesNoDo Not KnowNot Applicable256. When qualifying events occur, are qualified beneficiaries provided appropriate election forms that allow for separate elections of continuation coverage within 14 days from the notification date?*YesNoDo Not KnowNot Applicable257. Does the organization notify qualified beneficiaries of insufficient premium payment?*YesNoDo Not KnowNot Applicable258. Does the organization notify qualified beneficiaries, in writing, of their overdue premium payment?*YesNoDo Not KnowNot Applicable259. Does the organization notify qualified beneficiaries of their open enrollment rights, plan change and COBRA premium change?*YesNoDo Not KnowNot Applicable260. Does the organization require qualified beneficiaries (other than disabled qualified beneficiaries) to pay an amount for their contribution coverage that is no more than 102% of the cost of coverage for active employees?*YesNoDo Not KnowNot Applicable261. Is the premium for COBRA continuation coverage computed and fixed before each determination period?*YesNoDo Not KnowNot Applicable262. Does the organization notify qualified beneficiaries, in writing, in the event that continuation coverage terminates before the end of its maximum duration, as soon as practicable?*YesNoDo Not KnowNot Applicable263. Does your organization notify new spouses (acquired through a marriage), in writing, of their COBRA continuation rights upon enrollment in the plan?*YesNoDo Not KnowNot Applicable264. Does the organization allow qualified beneficiaries 45 days from the date continuation coverage is elected before requiring them to pay for any period of continuation coverage?*YesNoDo Not KnowNot Applicable265. Does the organization allow qualified beneficiaries 45 days from the date continuation coverage is elected before requiring them to pay for any period of continuation coverage?*YesNoDo Not KnowNot Applicable266. If a COBRA payment received is short by an insignificant amount, does the employer either treat the payment as satisfying the plan payment requirement, or notify the qualified beneficiary of the amount of the payment deficiency? iciaries 45 days from the date continuation coverage is elected before requiring them to pay for any period of continuation coverage?*YesNoDo Not KnowNot Applicable267. Does your organization provide a HIPAA certificate of health insurance to individuals entitled to elect COBRA continuation coverage?*YesNoDo Not KnowNot Applicable Retirees and Medicare Secondary Payer (RMSP) - (For reporting purposes, employers are bucketed into three categories: 1-20, 21-99 and 100+ employees)268. Does your organization send out an annual Medicare Part D Creditable Coverage Disclosure notice to all plan participants by October 15th of every calendar year?*YesNoDo Not KnowNot Applicable269. Does your organization send out the Medicare Part D Creditable Coverage Disclosure notice to all Medicare eligible employees by November 15th of every calendar year?*YesNoDo Not KnowNot Applicable270. Does your organization provide notification to the Center for Medicaid and Medicare Services by February 28th of each calendar year?*YesNoDo Not KnowNot Applicable271. Does your organization notify health plan administrators of a qualifying event within 30 days after an employee termination, reduced hours of employment, entitlement to Medicare or death?*YesNoDo Not KnowNot Applicable Code Section 79 - Group Term Life Insurance - (Employers with an employer-paid group-term life insurance benefit of $50,000 or more)272. Does your organization provide employer-paid group term life insurance of $50,000 or more to eligible employees?*YesNoDo Not KnowNot Applicable273. Does your organization assess imputed income for any amount over $50,000 of life insurance paid by the employer or deducted under a Cafeteria Plan (or Section 125 Premium Deduction Plan on a pre-tax basis)?*YesNoDo Not KnowNot Applicable274. Does your organization use an updated IRS Table I rates for the purpose of calculating imputed income?*YesNoDo Not KnowNot Applicable275. Does your organization provide and undergo an eligibility test to ensure the group term voluntary life insurance benefit does not favor key employees?*YesNoDo Not KnowNot Applicable276. Does your organization undergo a benefit test to ensure the group term life insurance benefit does not favor key employees?*YesNoDo Not KnowNot Applicable277. Does your organization offer employer-provided coverage under a voluntary life program?*YesNoDo Not KnowNot Applicable Patient Protection and Affordable Care Act (PPACA) of 2010 - (Employers with 50 or more employees with certain exclusions)278. Has your organization determined whether your plan is a grandfathered or non-grandfathered plan in accordance to the Affordable Act?*YesNoDo Not KnowNot Applicable279. If grandfathered, has your organization provided a statement of grandfathered status to all plan participants?*YesNoDo Not KnowNot Applicable280. Does your organization make medical coverage available to dependents until the age of 26?*YesNoDo Not KnowNot Applicable281. Does your organization limit coverage rescission (retroactive cancellation of coverage) on your plan?*YesNoDo Not KnowNot Applicable282. If non-grandfathered, has your organization provided a notice of rescission (retroactive cancellation of coverage) to affected participants at least 30 days before the rescission occurs?*YesNoDo Not KnowNot Applicable283. If applicable, has your organization included the additional participant rights and benefits when there was movement to a grandfathered plan?*YesNoDo Not KnowNot Applicable284. If non-grandfathered, has your organization provided notice of new patients protections when the summary plan description or similar description of benefits is provided?*YesNoDo Not KnowNot Applicable285. Does your organization prohibit preventative care service dollar limits under your health plan?*YesNoDo Not KnowNot Applicable286. Does your organization prohibit Lifetime Dollar Limits on essential benefits under your plan?*YesNoDo Not KnowNot Applicable287. Did your organization provide a special enrollment notice informing participants of the No Lifetime Maximum Benefit provision?*YesNoDo Not KnowNot Applicable288. Does your organization have medical plans that require preauthorization for emergency services?*YesNoDo Not KnowNot Applicable289. Does your organization prohibit cost sharing for non-participating providers on emergency services?*YesNoDo Not KnowNot Applicable290. If non-grandfathered, does your organization allow primary care provider selection?*YesNoDo Not KnowNot Applicable291. Is your organization aware of the out of pocket maximum limits for H.S.A. compatible high deductible plans that will apply to all types of employer health plans in 2014?*YesNoDo Not KnowNot Applicable292. Does your organization prohibit pre-existing condition limits on all participants?*YesNoDo Not KnowNot Applicable293. If applicable, has your organization made preparations to provide medical loss ratio rebates?*YesNoDo Not KnowNot Applicable294. If applicable, has your organization prepared to pay the covered life fee for comparative effectiveness research?*YesNoDo Not KnowNot Applicable295. Has your organization capped the maximum for the health flexible spending account at $2500 and have participants been informed?*YesNoDo Not KnowNot Applicable296. Does your organization provide the Summary of Benefits Coverage (SBC) and Uniform Glossary to applicants and enrollees of your health plan?*YesNoDo Not KnowNot Applicable297. Does your organization provide notice of modification to the Summary of Benefits Coverage (SBC) and Uniform Glossary to applicants and enrollees of your health plan?*YesNoDo Not KnowNot Applicable298. Has your organization informed employees with earnings over $200,000 of the Medicare Part A tax rate increase?*YesNoDo Not KnowNot Applicable299. Is your organization aware of the disclosure requirements which will require the aggregate cost of applicable employer-sponsored coverage to an employee to be listed on an employee W-2 form?*YesNoDo Not KnowNot Applicable300. Is your organization aware of the increase in the Code 213 medical deduction threshold for taxable years beginning December 31, 2012?*YesNoDo Not KnowNot Applicable301. Does your organization have a procedure in place to notify employees of the Health Insurance Marketplace?*YesNoDo Not KnowNot Applicable302. Does your organization comply with the appeals process and external review requirements?*YesNoDo Not KnowNot Applicable303. Does your organization cover specific preventative health care services for women (well women visits, STD screenings and contraceptives)?*YesNoDo Not KnowNot Applicable304. Is your organization aware of the Section 105(h) Non-Discrimination requirements for highly compensated individuals?*YesNoDo Not KnowNot Applicable305. Does your organization restrict the annual dollar maximum on essential benefits under your plan?*YesNoDo Not KnowNot Applicable306. If your organization offers retiree coverage do you comply with the Retiree Drug Subsidy (RDS) Tax-Favored status?*YesNoDo Not KnowNot Applicable307. Is your organization aware of the health care reform related taxes and fees that are applicable to your health benefits?*YesNoDo Not KnowNot Applicable308. Is your organization aware of the expanded Medicaid coverage to all individuals not eligible for Medicare under age 65?*YesNoDo Not KnowNot Applicable309. If non-grandfathered, is your organization aware that you must comply with approved clinical trials for cancer or life-threatening conditions?*YesNoDo Not KnowNot Applicable310. Is your organization aware of the 90-day waiting period maximum on all newly hired full-time employees beginning January 1, 2014?*YesNoDo Not KnowNot Applicable311. Is your organization aware that in order to meet minimum essential coverage requirements, the employee-only premium must be less than 9.5% of your lowest paid full-time employee’s W-2 earnings, or a penalty may apply if an affected employee obtains federally subsidized coverage through the Health Insurance Marketplace?*YesNoDo Not KnowNot Applicable312. Is your organization aware that all new employees require a 60-day advance notice of benefit changes?*YesNoDo Not KnowNot Applicable313. Has your organization established a measurement period to track employees with variable hours, e.g. employees who you are uncertain will average 30/hours or more per week over a period of time?*YesNoDo Not KnowNot Applicable314. Is your organization aware that in order to meet minimum essential coverage requirements, the employer plan must meet a 60% actuarial value, or a penalty may apply if an affected employee obtains federally subsidized coverage through the Health Insurance Marketplace?*YesNoDo Not KnowNot Applicable315. If your organization has a self-funded plan are you aware that if you have annual receipts of 5 million or more you must file for a Health Plan Identifier (HPI) by November 5, 2014?*YesNoDo Not KnowNot Applicable316. Does your organization currently offer all employees working an average of 30 hours per week (considered full-time) benefits?*YesNoDo Not KnowNot Applicable317. Has your organization identified which employees are considered "full-time" under the new definition of the law, including establishing a measurement period for employee whose hours are variable?*YesNoDo Not KnowNot Applicable318. Is your organization aware of the $2,000 annual penalty for not offering ‘minimum essential’ for all full-time employees, excluding the first 30 employees (80 employees in 2015)?*YesNoDo Not KnowNot Applicable Women’s Health and Cancer Rights Act (WHCRA) of 1998 - (Employers with one or more employees that offer employer-sponsored group health plans)319. Does your organization group health plan comply with the Women's Health and Cancer Rights Act (WHCRA) of 1998?*YesNoDo Not KnowNot Applicable320. Does your organization provide the WHCRA notice to all participants and qualified beneficiaries?*YesNoDo Not KnowNot Applicable Newborns' and Mothers' Health Protection Act of 1996 (NMHPA) of 1996 - (Employers with one or more employees that offer employer-sponsored group health plans)321. Does your organization group health plan comply with the Newborns and Mothers Health Protection Act?*YesNoDo Not KnowNot Applicable322. Does your organization provide the NMHPA notice to all participants and qualified beneficiaries?*YesNoDo Not KnowNot Applicable Children's Health Insurance Program Reauthorization Act (CHIPRA) of 2009 - (Employers with one or more employees that offer employer-sponsored group health plans)323. Does your group health plan comply with the Children's Health Insurance Program Reauthorization Act (CHIPRA) of 2009?*YesNoDo Not KnowNot Applicable324. Does your organization provide the Children's Health Insurance Program (CHIP) notice to all employees and qualified beneficiaries?*YesNoDo Not KnowNot Applicable Michelle's Law - H.R. 2851 (110th) - (Employers with one or more employees that offer employer-sponsored group health plans)325. Does your group health plan comply with Michelle's Law?*YesNoDo Not KnowNot Applicable326. Does your organization require a certification of student status form to be completed for coverage for all adult children to be covered under the group health plan?*YesNoDo Not KnowNot Applicable Sick Pay Reporting - (All employers that offer employer-sponsored third-party disability benefits to eligible employees)327. Does your organization offer short-term or long-term disability benefits to all eligible employees?*YesNoDo Not KnowNot Applicable328. Does your organization have employer-paid, third-party disability coverage in place?*YesNoDo Not KnowNot Applicable329. Does your organization have employee-paid, post-tax, third-party disability coverage in place?*YesNoDo Not KnowNot Applicable330. Does your organization have employee-paid, pre-tax, third-party disability coverage in place?*YesNoDo Not KnowNot Applicable331. Does your organization have employee- and employer-paid disability coverage in place?*YesNoDo Not KnowNot Applicable Fair Labor Standards Act (FLSA) of 1938 - (Employers with one or more employees)332. Does your organization compensate employees at least the standard minimum wage rate under FLSA?*YesNoDo Not KnowNot Applicable333. Does your organization designate only certain employees as exempt or salaried in accordance to the FLSA regulations?*YesNoDo Not KnowNot Applicable334. Does your organization pay non-exempt (hourly) employees overtime for over 40 hours worked in accordance with FLSA?*YesNoDo Not KnowNot Applicable335. Does your organization provide employees extra pay for weekend work?*YesNoDo Not KnowNot Applicable336. Does your organization compensate employees for time spent training or attending training conferences or workshops?*YesNoDo Not KnowNot Applicable337. Does your organization compensate employee travel time to and from training conferences or workshops?*YesNoDo Not KnowNot Applicable338. Does your organization make deductions from an exempt (salaried) employee if they work less than 40 hours?*YesNoDo Not KnowNot Applicable339. Is your organization aware of the safe harbor provision under FLSA that allows you to preserve an exemption status if there is not an actual practice in place of making improper deductions?*YesNoDo Not KnowNot Applicable340. Does your organization compensate men and women equally if they are employed in the same establishment, perform jobs that require similar skill, effort and responsibility, and perform under similar working conditions?*YesNoDo Not KnowNot Applicable341. Does your organization adhere to the FLSA child labor provisions regarding minimum age requirements and hours worked?*YesNoDo Not KnowNot Applicable342. Does your organization understand the compensation provisions for tipped wages under the FLSA?*YesNoDo Not KnowNot Applicable343. Does your organization compensate employees for all hours worked including hours that were not authorized by management?*YesNoDo Not KnowNot Applicable344. Does your organization provide reasonable break time for an employee to express breast milk for a nursing child?*YesNoDo Not KnowNot Applicable345. If applicable, does your organization compensate employees shift premium?*YesNoDo Not KnowNot Applicable346. Does your organization compensate employees for their commute time from home to work?*YesNoDo Not KnowNot Applicable347. Does your organization compensate employees for travel between job sites?*YesNoDo Not KnowNot Applicable348. Does your organization compensate employees for travel from home to out-of-town worksites and return in the same day?*YesNoDo Not KnowNot Applicable349. Does your organization compensate employees for overnight travel on company business?*YesNoDo Not KnowNot Applicable350. Does your organization require any employees to be on-call as a part of their regular assigned duties?*YesNoDo Not KnowNot Applicable351. Does your organization have a policy in place to dock pay from an exempt or salaried employee due to a business closure (i.e., inclement weather, natural disaster)?*YesNoDo Not KnowNot Applicable352. Does your organization utilize Compensatory (Comp) time as part of your compensation practices?*YesNoDo Not KnowNot Applicable353. Does your organization compensate exempt (salaried) employees when there is a shutdown of all or part of operations during slow times, such as for one or two weeks around holidays?*YesNoDo Not KnowNot Applicable354. Does your organization dock exempt (salaried) employees pay in whole-day increments only when they have exhausted their allotted paid time off or vacation time?*YesNoDo Not KnowNot Applicable355. Does your organization have a policy in place to pay an exempt (salaried) employee their full salary while serving jury duty?*YesNoDo Not KnowNot Applicable356. Does your organization count holiday leave, vacation and sick leave hours taken during the work week toward the overtime requirement?*YesNoDo Not KnowNot Applicable357. Does your organization perform Salary Basis Testing to determine who is exempt or non-exempt?*YesNoDo Not KnowNot Applicable358. Does your organization perform Salary Level Testing on all your exempt (salaried) employees to ensure they receive at least $455 per week or $23,660 annually?*YesNoDo Not KnowNot Applicable359. Does your organization perform a Salary Duties Testing on all your non-exempt (hourly) employees to ensure they are properly classified?*YesNoDo Not KnowNot Applicable360. Does your organization provide lunch or coffee breaks to employees?*YesNoDo Not KnowNot Applicable361. Does your organization provide vacation or paid time off leave to employees?*YesNoDo Not KnowNot Applicable362. Does your organization offer eligible employees paid holiday time as a fringe benefit?*YesNoDo Not KnowNot Applicable363. Does your organization offer flex schedules to certain employees?*YesNoDo Not KnowNot Applicable364. Does your organization offer paid sick leave to eligible employees?*YesNoDo Not KnowNot Applicable365. Does your organization offer employees the ability to job share with other employees?*YesNoDo Not KnowNot Applicable Uniform Guidelines on Employee Selection Procedures (UGESP) of 1978 - (Employers with one or more employees)366. Does your organization administer pre-employment tests as part of your selection process?*YesNoDo Not KnowNot Applicable367. Has your organization determined if your selection procedures or practices may have an adverse impact on any race, sex or ethnic group?*YesNoDo Not KnowNot Applicable368. Does your organization use the selection procedure that has the least adverse impact when two or more selection procedures are available?*YesNoDo Not KnowNot Applicable369. Does your organization ensure all employment tests are job-related and consistent with business necessity?*YesNoDo Not KnowNot Applicable Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) of 1996 - (All employers, regardless of size)370. Does your organization report newly hired and rehired employees within 20 days to the Michigan New Hires Operation Center?*YesNoDo Not KnowNot Applicable371. Does your organization report all rehires that were separated for 60 consecutive days?*YesNoDo Not KnowNot Applicable Fair Credit Reporting Act (FCRA) of 1970 - (Employers with one or more employees)372. Does your organization conduct background checks on applicants of employment?*YesNoDo Not KnowNot Applicable373. Does your organization acquire written consent before obtaining a consumer report from a consumer reporting agency?*YesNoDo Not KnowNot Applicable374. Does your organization distribute the FCRA Summary of Rights to all applicants?*YesNoDo Not KnowNot Applicable375. Does your organization receive financial and personal background information provided by credit reporting or other investigative agencies only for permissible employment purposes?*YesNoDo Not KnowNot Applicable376. Does your organization supply pre-adverse action notification to inform the applicant if the information found in the report may result in a no-hire decision?*YesNoDo Not KnowNot Applicable377. Does your organization have a procedure to notify applicants of their rejection and if the information found may result in a no-hire decision?*YesNoDo Not KnowNot Applicable Fair and Accurate Credit Transactions Act (FACTA) of 2003 - (Employers with one or more employees)378. Does your organization have a procedure in place for the proper disposal of consumer information derived from consumer reports?*YesNoDo Not KnowNot Applicable379. Does your organization have specific procedures for handling address discrepancies on consumer reports?*YesNoDo Not KnowNot Applicable The National Labor Relations Act (NLRA) of 1947 - (Employers with one or more employees)380. Does your organization interfere with the rights of an employee to engage in protected concerted activity under the NLRA?*YesNoDo Not KnowNot Applicable381. Does your organization understand what activities are considered as protected concerted activity in accordance to the NRLA?*YesNoDo Not KnowNot Applicable382. Does your organization know what activities are not considered protected concerted activity in accordance with the NLRA?*YesNoDo Not KnowNot Applicable383. Do your personnel policies comply with the NLRA rules on employee's right to participate in concerted protected activity?*YesNoDo Not KnowNot Applicable384. Does your organization limit the access of union organizers on company property?*YesNoDo Not KnowNot Applicable385. Does your organization prohibit union-related use of the company bulletin boards?*YesNoDo Not KnowNot Applicable386. Does your organization allow personal use of company email with the exception of union-related use?*YesNoDo Not KnowNot Applicable387. Does your confidentiality policy permit employees the right to discuss their terms and conditions of employment?*YesNoDo Not KnowNot Applicable388. Does your Code of Conduct policy limit restrictions on employee speech or language involving the NLRA?*YesNoDo Not KnowNot Applicable389. Does your organization require employees to agree to union-free policies in employee handbook acknowledgement forms?*YesNoDo Not KnowNot Applicable State of Michigan Mandatory Posting Requirements - (All employers, regardless of size)390. Does your organization post the MIOSHA Safety and Health Protection on the Job poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable391. Does your organization post the MIOSHA New/Revised Material Safety Data Sheet (MSDS) poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable392. Does your organization post the MIOSHA Material Safety Data Sheet (MSDS) Location poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable393. Does your organization post the Michigan Whistleblowers Protection Act poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable394. Does your organization post the Michigan Youth Employment Standards Act poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable395. Does your organization post the Required General Requirements of the Michigan Minimum Wage Law of 1964 poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable396. Does your organization post the Michigan Employment Security Act notice to all employees poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable397. Does your organization post the Workers' Compensation poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable398. Does your organization post the Michigan Law Prohibits Discrimination poster in an accessible area at your worksites?*YesNoDo Not KnowNot Applicable Michigan Records, Retention and Destruction - (All employers, regardless of size)399. Does your organization maintain child labor records?*YesNoDo Not KnowNot Applicable400. Does your organization maintain workers' compensation records separate from the employee personnel files?*YesNoDo Not KnowNot Applicable401. Does your organization maintain unemployment records?*YesNoDo Not KnowNot Applicable402. Does your organization maintain OSHA occupational injuries and illnesses records for a minimum of five years?*YesNoDo Not KnowNot Applicable Michigan Elliot-Larsen Civil Rights Act (ELCRA) 453 of 1976 - (Employers with one or more employees)403. Does your organization's Equal Employment Opportunity (EEO) policy prohibit height, weight and martial status discrimination provisions?*YesNoDo Not KnowNot Applicable404. Does your organization have measures in place to prohibit and discourage retaliation against an individual for filing a discrimination charge?*YesNoDo Not KnowNot Applicable Persons with Disabilities Civil Rights Act 220 of 1976 - (Employers with one or more employees)405. Does your organization have a Persons with Disabilities statement?*YesNoDo Not KnowNot Applicable406. Does your organization have measures in place to prohibit and discourage retaliation against an individual for filing a disability discrimination charge?*YesNoDo Not KnowNot Applicable Workers' Disability Compensation Act of Michigan - (Employers with two or more employees)407. Does your organization have adequate workers' compensation coverage in place?*YesNoDo Not KnowNot Applicable408. Does your organization inform employees of their workers' compensation protections and rights?*YesNoDo Not KnowNot Applicable409. Does your organization have preventative measures and policies in place to minimize work-related injuries?*YesNoDo Not KnowNot Applicable410. Does your organization have a return-to-work program for all work-related injuries?*YesNoDo Not KnowNot Applicable411. Does your organization have an established timeline on when a workers' compensation claimant will experience a COBRA-qualifying event?*YesNoDo Not KnowNot Applicable412. Does your organization have a procedure in place to run a work-related injury concurrent with FMLA leave?*YesNoDo Not KnowNot Applicable413. Does your organization have a thorough and documented accident investigation procedure in place?*YesNoDo Not KnowNot Applicable414. Does your organization file a WC-100 accident/injury form with the workers' compensation agency and your insurance carrier whenever there is a disability exceeding seven consecutive days, death, or specific loss?*YesNoDo Not KnowNot Applicable415. Does your organization perform post-accident drug and alcohol screenings on all employees?*YesNoDo Not KnowNot Applicable416. Does your organization have a procedure in place before terminating an employee on workers' compensation?*YesNoDo Not KnowNot Applicable417. Does your organization understand and monitor your organization's experience modification rate?*YesNoDo Not KnowNot Applicable Bullard-Plawecki Employee Right To Know Act 397 of 1978 - (Employers with one or more employees)418. Does your organization allow employees to review their personnel files?*YesNoDo Not KnowNot Applicable419. Does your organization allow employees to receive a copy of their personnel files?*YesNoDo Not KnowNot Applicable420. Does your organization provide an option to send a copy of an employee's personnel file via U.S. mail to their home address?*YesNoDo Not KnowNot Applicable421. Does your organization have a policy to permit removal or correction of the information contained in an employee personnel file?*YesNoDo N