MAKING A [CHECK]LIST AND CHECKING IT TWICE . . . 

Compensation Adjustments - This time of year employees are always wondering if raises are on the horizon. Clearly define your compensation adjustment plan to identify changes due to promotions, merit, market and/or annual bonuses. Be sure to have a communication plan in place to communicate any changes or lack thereof to your employees. With respect to bonuses, make sure a "discretionary" bonus is clearly defined as such, and include the overall condition and business needs of your company as a consideration. There are also a few Oklahoma law specific requirements regarding some compensation and bonus-related agreements between employers and employees. Your policies and procedures manual ("Handbook") is not always enough.

Your Handbook - If you do not have one, develop one. If you have one, make sure it is updated to match your actual practices, or ones you wish to follow in the coming year(s). Most important, update your Handbook to address any new Oklahoma or federal laws, or changes in existing laws over the past year.

Forms & Posters - Make sure your required posting documents are current, properly posted (not behind the refrigerator in the break room).

Paid Time Off - Do you have a use it or lose it vacation policy? The first of January is often the start of a new paid time off cycle. Systems often have to be reset, carried over and paid out to comply with your time off policy. If you have a use it or lose it, remind your employees today!
Be consistent with your written Handbook and past practices.

Personnel Files - Audit yourself to make sure individual personnel files are complete, meaning they contain the proper and required paperwork such as W-4, signed payroll deduction authorizations, if applicable, signed receipts and acknowledgments for your Handbook, plus bonus agreement receipts. If missing, get them. Is everything signed? Have it signed. Make sure I-9 and medical related information, to include workers' compensation documents, are physically kept in a separate file.

Document Retention - Confirm the business has been following its document retention policy. If you do not have such a policy, create one and start following it. Know the length of time you must store certain personnel and payroll information under federal law.

Job Descriptions - Check to ensure your job descriptions match the actual jobs. If you do not have a written job description for positions, develop them. Also, review job descriptions and job duties to ensure you have properly classified your employees as exempt or non-exempt from federal wage and hour laws.
There are numerous other areas you can check, and should consider checking. The above checklist, however, should help put you and your business on the right track to welcome in the New Year.