HR Health Check
Know Exactly Where Your HR Program Stands
Most HR compliance gaps are invisible until they produce a claim, an audit, or a regulatory penalty. Manay CPA’s HR Health Check surfaces every exposure across your employment practices, documentation, policies, and compliance obligations — before any of them become expensive.
- Full HR Compliance Gap Audit Included
- Prioritized Remediation Roadmap Delivered
- CPA Licensed Service
Certified for guaranteed quality
Get Free Consultation Now
The fastest-growing companies use Manay CPA.
Proactive HR Compliance Assessment
For us, an HR Health Check is not a box-checking exercise — it is a genuine diagnostic that tells you, with specificity, where your business is compliant, where it is exposed, and what the prioritized path to resolution looks like. The alternative is discovering those answers through a claim.
A Comprehensive View of Your HR Compliance Position
HR compliance in the United States is layered, jurisdiction-specific, and continuously evolving. Federal requirements from the Department of Labor, EEOC, and OSHA operate alongside state-specific employment laws that differ dramatically across all 50 states — and the obligations your business carries change as your headcount crosses statutory thresholds. What was fully compliant at 10 employees may be materially non-compliant at 25. Without a proactive monitoring system, this shifting regulatory landscape transforms standard growth into a legal minefield where simple administrative oversights can escalate into devastating financial liabilities.
Manay CPA’s HR Health Check assesses your complete HR compliance position across every major domain: employment documentation, onboarding and I-9 compliance, leave management policies, wage and hour practices, anti-harassment and discrimination policies, termination procedures, personnel file management, and benefits administration. Each area is evaluated against applicable federal and state requirements for every state where you employ people.
The output is not a generic compliance checklist — it is a specific, prioritized findings report that identifies every gap, rates each finding by risk level, explains the exposure each finding creates, and provides a concrete remediation action for every item. You leave the engagement knowing exactly where your business stands and exactly what to do next.
Employment Documentation Audit
Employment documentation gaps are among the most common and most costly HR compliance failures. Missing or deficient offer letters, unsigned policy acknowledgments, incomplete I-9 forms, absent performance documentation, and unsigned separation agreements each create specific legal exposure that skilled plaintiff’s attorneys exploit routinely. Manay CPA conducts a comprehensive employment documentation audit as a core component of every HR Health Check — examining every active and separated employee file against applicable documentation requirements, identifying every gap, and producing a remediation plan that closes each one. The result is a personnel file infrastructure that supports your defense in any subsequent employment claim rather than undermining it.
A Complete Picture of Where Your Business Stands
Every HR Health Check produces a complete assessment record — findings report, risk ratings by domain, remediation roadmap, documentation gap inventory, and compliance priority matrix — giving your leadership team a precise understanding of your HR compliance position and a clear action plan to address every identified exposure.
We assess your HR compliance position before an audit, claim, or regulatory inquiry creates the urgency — because the cost of proactive remediation is a fraction of the cost of defending a finding that a Health Check would have identified and resolved in advance.
Policy reviews, wage and hour assessments, and leave management audits are conducted against the specific legal requirements of every state where your employees work — so the Health Check findings reflect your actual compliance obligations, not a generic federal standard that may not capture your full exposure.
Build Your HR Foundation The Right Way
Manay CPA coordinates every element of your HR setup — from employment documents to benefits enrollment and recruitment processes — through trusted partners, ensuring your complete HR infrastructure is ready and compliant before your first offer letter is sent to any candidate.
20+ years of experience in the U.S. market
It's easy for your customers to make one-time instant payments or set up for automatic payments.
7.000+ clients and over $1 billion in total financial transaction management
Easily view the status of any payment, anywhere and anytime, connect Monoline, reconciliation is automatic.
CPA-licensed and experienced team
Monoline collects direct bank payments with no card fees, so no admin time is wasted.
Services offered in 4 languages
It's easy for your customers to make one-time instant payments or set up for automatic payments.
Serving a wide range of industries, including manufacturing, start-ups, retail, e-commerce, and tech
Easily view the status of any payment, anywhere and anytime, connect Monoline, reconciliation is automatic.
Serving 50 States
Monoline collects direct bank payments with no card fees, so no admin time is wasted.
Client success and satisfaction are our top priorities
It's easy for your customers to make one-time instant payments or set up for automatic payments.
80+ employees across 4 continents
It's easy for your customers to make one-time instant payments or set up for automatic payments.
Secured cloud technologies
It's easy for your customers to make one-time instant payments or set up for automatic payments.
Seamless communication with client groups
It's easy for your customers to make one-time instant payments or set up for automatic payments.
Table of Contents
Wage and Hour Compliance Is the Most Frequently Audited Area of Employment Law
Wage and hour violations — misclassification of exempt and non-exempt employees, off-the-clock work, improper meal and rest break practices, and incorrect overtime calculations — represent the single largest category of employment law claims filed against small and mid-sized businesses. The Department of Labor’s Wage and Hour Division conducts tens of thousands of investigations annually, and state labor agencies add a second enforcement layer that varies significantly in aggressiveness by jurisdiction.
Manay CPA’s HR Health Check includes a comprehensive wage and hour audit — reviewing your employee classification decisions, overtime calculation practices, timekeeping systems, and state-specific break and rest requirements — identifying every practice that creates exposure and delivering a correction plan before a DOL investigator or a plaintiff’s attorney identifies it first.
Leave Management Policies Must Reflect the Laws of Every State Where You Operate
Federal leave law — FMLA, ADA reasonable accommodation, USERRA military leave — establishes a baseline. State leave laws frequently exceed that baseline in ways that create significant compliance complexity for multi-state employers. Paid sick leave mandates, state family and medical leave programs, bereavement leave requirements, and pregnancy accommodation obligations vary materially by state — and non-compliance, even when unintentional, creates real legal exposure.
Manay CPA reviews your leave management policies against both federal requirements and the specific state laws applicable to every location where you employ people — identifying every gap between your current policy language and the legal requirements of your operating states, and producing revised policy language that achieves full compliance.
Anti-Harassment Policy Compliance Is Both a Legal Obligation and a Cultural Imperative
Anti-harassment policies that satisfy legal requirements are not the same as anti-harassment policies that actually prevent harassment. Most small businesses have a policy — but many of those policies are outdated, lack the complaint procedure specificity that courts evaluate, fail to address all protected characteristics under current law, or have never been formally acknowledged by employees. Manay CPA reviews your anti-harassment and discrimination policies against current federal and state requirements — evaluating policy content, complaint procedure design, investigation protocols, and employee acknowledgment practices — and produces a policy revision that achieves both legal compliance and the cultural clarity that actually reduces workplace harassment risk.
Frequently Asked Questions
What does an HR Health Check from Manay CPA actually assess?
The Health Check covers employment documentation, I-9 compliance, wage and hour practices, leave management policies, anti-harassment and discrimination policies, termination procedures, personnel file management, and benefits administration — assessed against applicable federal and state requirements for every state where you operate. Every finding is rated by risk level and paired with a specific remediation action, so the deliverable you receive is a complete compliance roadmap, not a list of problems without solutions.
How long does an HR Health Check take to complete?
A standard HR Health Check engagement runs three to five weeks from kickoff to delivery of the final findings report, depending on your organizational size, the number of states in which you employ people, and the volume of documentation reviewed. Manay CPA provides a clear engagement timeline and document request list at the outset so your team knows exactly what to prepare and when to expect the completed assessment.
What do we receive at the end of the Health Check engagement?
You receive a comprehensive findings report that covers every assessed domain with specific findings, a risk rating for each item, a plain-language explanation of the exposure each finding creates, and a concrete remediation action tied to every identified gap. The report is accompanied by a prioritized remediation roadmap that sequences corrective actions by risk level — so your team knows which gaps to close first and what each corrective step involves.
How often should a business conduct an HR Health Check?
We recommend a full HR Health Check at least every two years under normal operating conditions — and immediately following any significant business change, including a meaningful headcount increase, expansion into a new state, a leadership transition, or any employment claim or regulatory inquiry. Annual Health Checks are appropriate for businesses with multi-state workforces or complex HR compliance profiles where the gap between assessments creates meaningful accumulation of risk.
Can Manay CPA help us implement the remediation plan identified in the Health Check?
Yes. Manay CPA offers full remediation support following every Health Check engagement — including policy revision and drafting, employment documentation redesign, I-9 audit and correction, wage and hour classification review and correction, personnel file reconstruction, and manager training on corrected practices. Many clients engage Manay CPA to manage the complete remediation program rather than implementing findings internally, ensuring that every identified gap is closed correctly and completely, with documentation that demonstrates the corrective action taken.
Do you have other questions?
Get Free Consultation
With tools to make every part of your process more human and a support team excited to help you.