Presented by Dean Rohne, CPA, CIA Dean.rohne@claconnect 18-Session-7... ·...

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Auditing the HR FunctionPresented by Dean Rohne, CPA, CIADean.rohne@claconnect.com

Course Objectives

• Review key risk areas of the human resource department• Discuss possible tax reporting considerations related to fringe

benefits• Identify possible testing as it relates to:

– Payroll– Executive benefits– Expense reports and corporate credit cards– Employee accounts

Human Resources – Department Scope

• Most human resources departments include the following:– Workforce planning– Employee development– Compensation and benefits– Employee and labor relations– Risk management

Workforce PlanningDefinition: Right number of people, with the right skills, at the right time to perform the required work .

• Testingo Is applicant information documented timely and accurately?o Are the records current?o Are the recruiting sources capable of furnishing adequate numbers of qualified

applicants?o What is the process for interviewing candidates?

Does the credit union have a process to ensure people interviewing candidates are properly trained and avoid asking illegal questions?

o Does the HR department analyze employee turnover and conduct exit interviews?

Employee Development• Assess the following:

– Training◊ HR monitors training needs and makes adjustments to offer the appropriate level

of training for different positions.◊ Cost-benefit analysis is completed for training programs

– Employee Evaluations◊ Are evaluations completed timely based on job specific criteria?◊ Is discriminatory information included in employee evaluations?

– Employee Counseling and Discipline◊ Does management document performance problems and actions taken including

an acknowledgement the employee was made aware of the problem?

Employee and Labor Relations• Risks include discrimination, harassment, wrongful discharge, negligent hiring,

retention, and employee privacy.– Have policies and procedures that are compliant with employment regulations been

developed?– Have employee surveys been conducted to assess the employee attitudes? Have actions

been based on the survey results?– Are employee files maintained including a separate file for demographic and medical

information?– Does the credit union have a process to clearly document employee complaints and

grievances?

Compensation and Benefits

• Risks relate to:– payment of unauthorized payroll– abuse in employee benefits– creation of fictitious employees– paying employees equitably– Improper accounting and reporting of fringe benefits

Payroll• Testing Procedures:

– Obtain an understanding of the payroll process◊ Complete internal control questionnaire

• Segregation of duties related to approval and processing• Reconciliation to general ledger separate from processing• Restricted access to blank payroll checks, facsimile signature plates,

personnel records• Adequate authorization of vacation and overtime• Adequate knowledge of legal, regulatory, actuarial, and accounting

requirements

◊ Document process including use of third party payroll processor• For third party processors has credit union obtained SSAE 16 report?

Payroll

• Testing Procedures:– Reconcile payroll reports to general ledger and 941 filings– Select a sample of employees to assess accuracy of information as compared

to employee personnel file:◊ Hire date, start date, social security number, pay rate, W-4 withholding, other

payroll deductions◊ Verify the following is included in employee file:

• Application• Resume• employee handbook acknowledgement• background check• credit report

Payroll

• Testing Procedures:– Select a sample of employees with 401(k) deductions identified in the payroll register and

perform the following:◊ Verify proper authorization in employee file◊ Trace funds withheld to recording in general ledger◊ Trace to payment with 401(k) administrator

– Select a sample of employees with charitable contributions in the payroll register and perform the following:

◊ Verify proper authorization in employee file◊ Trace funds withheld to recording in general ledger◊ Trace to payment with charity

Payroll

• Testing Procedures:– Validate employees listed on payroll register with list of active

employees– Select a sample of terminated employees and determine whether

employees were removed timely– Assess whether credit union requires employees to take five

consecutive days of vacation annually and test for compliance– Assess reporting and approval of executive benefit plans– Assess recording and reporting of fringe benefits to employees

Equal Pay Assessment• Evaluate the credit union’s compensation system for internal equity• Analyze job evaluation method and comparable worth process• Examine internal employee data such as:

– job title– compensation bands/grades – gender and ethnicity

• Review internal procedures for determining Fair Labor Standard Act (FLSA) employee classifications

Executive Benefit Plans

– Generally no two benefit plans are the same. Many credit unions have some or all of the following:◊ Employer provided vehicle◊ Deferred compensation plan(s)

• 457(b) – like a 401(k), except for select employees

• 457 (f)• Split dollar life insurance

◊ Bonus/incentive pay

Fringe Benefit - Definition

• A fringe benefit is a form of pay (including property, services, cash or cash equivalent) in addition to stated pay for performance of services.

Fringe Benefit Audit - Benefits

1. Better control over credit union activities2. Develop better internal policies3. More equitable employee plans4. More accurate financial reporting5. Minimize tax consequences6. Better employee moral

Auditing Fringe Benefits

• How to identify– Interview management– Miscellaneous or other expense– Expense reports– Corporate credit cards

Auditing Fringe Benefits• Are the expenses within policy/ Is it clear

– Clearly defined policy– Defined business purpose– Documentation requirements– Clearly defined eligibility– Clearly defined terms

• Are they recorded correctly– If discovered through policy – probably ok– If discovered from management inquiries – possibly ok– If discovered any other way – probably redo

Auditing Fringe Benefits

• Are the tax effects reported– Accountable plan

1. Must be a business connection2. Must be adequate accounting/reasonable period of time3. Excess must be returned

– Nonaccountable plan1. Taxable wages

Tax Consequences

• Accountable to Nonaccountable1. Withholding of social security, Medicare and income taxes2. Employer matching of social security and Medicare

• The IRS Taxable Fringe Benefit Guide

Identification – the List• Working Condition Fringe Benefits (slide)• De Minimis Fringe Benefit (slide)• No Additional Cost Fringe Benefits (slide)• Qualified Employee Discounts• Qualified Transportation Fringe Benefits• Health and Medical Benefits• Travel and Transportation Expenses

• Moving Expenses• Meals and Lodging

Identification – the List (Cont)

• Use of Employee-Owned Vehicle• Employer – Provided Vehicle• Equipment and Allowances• Other types of Compensation• Awards and Prizes• Professional Licenses and Dues• Educational Reimbursements

Working Condition Fringe Benefits

• Property or services that, if the employee had paid for, he or she could have deducted as a business expense:– Employee use of company car for business– Employer provided cell phone provided primarily for

business purposes– Job-related education provided to an employee– Uniform

De Minimis Fringe Benefit

• Small and infrequent1. Personal use of photocopier2. Group meals3. Coffee, donuts, or soft drinks4. Flowers for special circumstances5. Local phone calls6. Birthday or holiday gifts (not cash) with a low FMV7. Commuting use of employer’s car < one day per month

• Not De Minimis1. Cash2. Cash equivalent3. Transportation passes4. Use of employer’s apartment, vacation home, boat5. Commuting use of employer’s car > one day per month6. Membership in a country club or athletic facility

• An employer gives employees snacks each day valued at 75 cents. Even though small in amount, the benefit is provided on a regular basis and is, therefore, taxable as wages.

• No Additional Cost Fringe Benefits– A service provided to employees the does not impose any substantial

additional cost.– Use of the credit union meeting facilities after hours

Qualified Employee Discounts

• Excludable if:– Merchandise – less than the employers gross profit percentage time

the price charged the member– Services – less than 20% of the price charged the member

• Difficult to find• Policy may or may not be clear• Accounting is usually ok

Qualified Transportation Fringe Benefits

1. Commuter transportation in a commuter highway vehicle2. Transit passes3. Qualified Parking4. Qualified bicycle commuting expenses

• Difficult to find• Policy may or may not be clear• New tax law requirements

Moving Expenses

• Often buried in “other”• Often no clear policy• Tax effect is often wrong

1. Time test – 39 weeks full time2. New job is +50 miles further from the former home than the old job

was from the former home3. Moving of household goods and travel costs only4. Must actually incur the expenses

Use of Employee-Owned Vehicle

• Not difficult to find• Policy may or may not be clear• Accounting is usually ok• Taxes – federal standard mileage rate

Employer Provided Vehicle

• Not difficult to find• Policy may or may not be clear• Accounting is usually ok• Taxes –

1. If records are provided then personal use is wages to the employee2. If records are not provided then all use is wages to the employee3. Commuting to and from personal residence to credit union is

considered personal use

Cell phones• Personal use of an employer provided cell phone is considered a working

condition benefit if the cell phone is provided for the following reasons:– Need to contact the employee at all times for work related emergencies– Requirement that the employee be available to speak with clients at times when the

employee is away from the office– Need to speak with clients located in other time zones at times outside of the employee’s

normal work day

• Cell phones provided to promote goodwill, boost morale, or attract prospective employees considered taxable.

• Reimbursement of personal owned cell phone could be considered taxable if plan is not accountable

Other Types of Compensation

• Performance bonuses• Signing, recruiting or relocation bonuses• Awards for outstanding service or performance• Back Pay• Severance pay• Administrative pay• Legal settlements/damages related to performance• Grossed-up wages to pay for taxes

Employee awards

• Easy to find• Probably not in policy• Accounting probably ok• Tax effect –

1. Must be length of service or safety only2. Cannot be cash, cash equivalent, vacation, meal, lodging, theater or

sports ticket, stocks or bonds.3. Other special rules – no more than 10% can receive, etc

Employee Awards

• Employee of the month, outstanding member service, highest productivity – always taxable

• Dollar limitations – Qualified plan vs nonqualified plan

Club Membership

• Can be difficult to find• Policy may not be clear• Probably recorded in “other”• Tax effect –

1. Taxable to the employee2. Employee may deduct business use

Education Reimbursements

• Not hard to find• Policy probably fairly clear• Accounting probably ok• Tax effect –

1. Must not be minimum requirements of current job2. Must not qualify employee for a new job3. Subject to verification requirements

Employee Accounts

• Risk of employee accounts– Access to information that other members do not have to– Performing transactions on their own accounts or family

members– Inappropriate activity including fraud through journal

entries

Employee Accounts

• Testing Procedures– Obtain an understanding of the monitoring process and

controls in place related to employee and official accounts◊ Monitoring process for day to day activities

• Most credit unions struggle to monitor employee account activity consistently

◊ Process for approval of employee and official loans◊ Process to monitor changes to employee and family member

accounts

Employee Accounts

• Testing Procedures– Obtain list of employee and official accounts

◊ Determine whether they are appropriately flagged or restricted◊ Select a sample of accounts and perform the following

• Review loans for proper approval and compliance with credit union polices.

• Determine whether any loan advances were performed by the employee

• Review deposit account activity for reasonableness and employees not performing transactions on their own accounts

Employee Expense Reports

• Risk – expenses that are reimbursed:– Personal in nature and should not have been reimbursed

by the credit union– Unauthorized– Excessive

Employee Expense Reports

• Testing Procedures:– Obtain an understanding of the process for employee expense

reimbursement through:◊ Reading policies and procedures◊ Discussion with staff responsible for processing employee expense

reports– Select a sample of employee expense reports and perform the

following:◊ Expense report completed fully and signed by the appropriate supervisor◊ Expenses properly classified on the general ledger◊ Receipts are attached as required by policy

Corporate Credit Cards• Risk – payment of items circumvents the accounts payable process. Nature of

abuses are similar to employee expense reimbursement, except item is paid for prior to approval

• Policy should include the following:– Acceptable uses

◊ Travel◊ Software/hardware◊ Subscriptions◊ Fixed assets

– Employees authorized to hold a card– Approval process

Corporate Credit Cards

• Testing Procedures:– Obtain an understanding of the process for corporate credit cards

through:◊ Reading policies and procedures◊ Discussion with staff responsible for processing corporate credit card payments

– Select a sample of corporate credit cards and perform the following:◊ Test for proper approval

• Should be supervisor approving corporate credit card• CEO should be approved by board or supervisory committee

◊ Expenses properly classified on the general ledger◊ Receipts are attached as required by policy◊ Reasonable business purpose

Corporate Credit Cards & Expense Reports• Consider the following as it relates to expense reports and corporate

credit cards:– Proper reporting of any mileage reimbursement– Does policy address items such as:

◊ Additional charges at hotels such as movies, mini-bar, etc.◊ Guidelines for meals◊ Charges for alcoholic beverages◊ Flight and room upgrades

– Is corporate credit card being used to circumvent accounts payable process?◊ Fixed asset purchases outside of corporate credit card policy◊ Items that might not meet approval through accounts payable

Actual situations

• Missing receipts• No business purpose documented• Shared cards• Tuition reimbursements to terminated employees

not followed up• Spousal travel• Other mysterious expenses

Actual Situations

• Rolex watches• 1000 Golf balls• A CEO attended a conference in Hawaii - a “Supervisory

Committee” conference• Property improvement – moving expenses• No documented compensation package for the CEO• Over 200 corporate credit cards, out of control spending on

the cards

Actual Situations

• Over a three year period, nine people left without tuition reimbursement follow-up

• $10,000 contribution to the university the CEO attended

• CEO used a golf club three times in one year. Family used it daily.

Risk Management

• Based on results of the testing in various areas of the HR department assess the controls to determine if risks have been mitigated related to:– Succession planning– Severance and outplacement– Executive coaching and development– HR handbooks– Employee hiring, training and termination procedures– Internal employee surveys

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Questions?

Dean Rohne, CPA, CIADean.rohne@claconnect.com800-657-4477

Presented by Dean Rohne, CPA, CIA Dean.rohne@claconnect 18-Session-7... ·...

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