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Compliance Audit

S&H Consulting reviews a corporation's compliance with the key United States laws and their implementing regulations.

1. Title VII of the Civil Rights Act of 1964, prohibits employers from treating employees differently based on their race, color, sex, religion or national origin. Title VII is enforced by the U.S. Equal Employment Opportunity Commission (EEOC).
2. • The Equal Pay Act of 1963 (EPA) is coextensive with Title VII and both require employers to pay employees equally for equal work, regardless of gender.
   • The Pregnancy Discrimination Act of 1978 added pregnancy and related conditions to the protections of Title VII. It too is enforced by the EEOC
3. The Age Discrimination in Employment Act of 1967 (ADEA), also enforced by the EEOC, prohibits employers from making differences in the way they treat employees based upon age.
4. The Americans with Disabilities Act (ADA), makes it unlawful to discriminate against a qualified employee with a disability and, in addition, requires that employers make reasonable accommodation for such individuals unless to do so would impose an undue hardship on the employer. The ADA is also enforced by the EEOC.
   • The Rehabilitation Act of 1973: Section 503 of this Act covers most employers with federal contracts and subcontracts in excess of a specified amount. It prohibits discrimination against any qualified employee or applicant because of a physical or mental disability, and requires federal contractors to take affirmative action. It is enforced by the U.S. Department of Labor (Employment Standards Administration).
5. The Family and Medical Leave Act of 1993 (FMLA) grants eligible employees the right to modify the time spent on the job in certain circumstances by taking unpaid leave for up to 12 work weeks during any 12-month period. It is enforced by the U.S. Department of Labor, Employment Standards Administration.
6. The Sarbanes-Oxley Act of 2002 (SOX), enforced by the Department of Labor, Occupational Safety and Health Administration (OSHA), grants employees of publicly traded companies protection from discrimination for providing information in connection with investigations relating to alleged violations of mail, wire, bank or securities fraud or alleged violations of Securities and Exchange Commission rules or regulations or other federal laws relating to shareholder fraud.
7. The Federal Sentencing Guidelines, apply to all companies (whether publicly traded or not) and hold organizations liable for the illegal acts of their employees. Periodic employee training is required.
8. The Uniformed Services Employment and Reemployment Rights Act (USERRA), is administered by the Department o Labor, Veterans' Employment and Training Service, and prohibits employers from discriminating against employees because of their service in the uniformed services, including the Armed Forces Reserve and National Guard. It also grants returning service members the right to reclaim civilian employment following deployment for training or military service.