Nonprofit HR Compliance Risk Snapshot

We have remote employees in different states

We operate in a city with specific labor laws (e.g., NYC, San Francisco, Seattle, D.C., etc.)

I'm not sure where compliance is required for all of our staff

Do you currently have an employee handbook?

It was written or reviewed by an HR professional or employment attorney

We used a nonprofit-specific and/or free online template, without legal/HR review

We borrowed it from another nonprofit and tailored it for our use

Paid or unpaid leave (e.g., vacation, sick, family/medical)

Wage and hour rules (e.g., overtime, classification, time tracking)

Reasonable accommodations (e.g., disability, pregnancy, religion)

Yes, all or most roles are updated and include essential duties

Some roles are up to date; others need work

No, most descriptions are outdated, unclear, or nonexistent

Yes, we’ve reviewed this recently with HR or legal support

No, we haven’t done a classification review

We assume roles are exempt based on title or salary

Yes, all staff are trained on a set schedule

Some are trained, but it’s not consistent

No, we haven’t provided formal training in a while or at all

We use an HR or payroll system to track it all

We track certain leave manually (e.g., spreadsheet, email, paper)

We have an unlimited leave policy, and don’t specifically reference or track usage of other types of leave (e.g., FMLA, parental, sick, etc.)

We use a system, but it’s not applied consistently

Yes, we have a clear, documented process and it has been used

Yes, but it’s mostly informal and/or not used regularly