FAQs
Frequently Asked Questions
At Harvis Inc., we help businesses navigate HR challenges, from recruitment and employee relations to workplace compliance and policies. Explore our FAQs to learn how our HR consulting services can improve operations, support employees, and promote business growth.
What human resources consulting services does Harvis Inc. offer businesses?
At Harvis Inc., we provide human resources consulting services designed to help businesses manage their employees, improve workplace operations, and address HR challenges. Our services include outsourced HR support, recruitment and direct-hire staffing, employee handbook development, HR compliance guidance, workplace training, and employee relations assistance. We also help businesses evaluate their existing HR practices and identify opportunities for improvement. Our goal is to provide practical HR solutions that support both employers and employees.
How can outsourced HR services benefit small and midsize businesses?
Outsourced HR services allow small and midsize businesses to access professional human resources expertise without necessarily hiring a full-time internal HR department. At Harvis Inc., we help businesses manage responsibilities such as employee policies, compliance, recruitment, onboarding, and workplace concerns. Outsourcing these functions can reduce administrative demands on business owners and managers while providing additional guidance on employment-related decisions. Our services can be tailored to the organization’s size, needs, and existing resources.
How Can Professional Recruiting Help Small Businesses in Northeastern Pennsylvania?
Professional recruiting can help small businesses in Northeastern Pennsylvania identify qualified candidates while reducing the time managers spend reviewing applications and conducting preliminary interviews. For employers with limited administrative resources, an organized recruiting process can make hiring more efficient. Recruiting begins with defining the position’s responsibilities, required qualifications, compensation expectations, and hiring timeline. Clear criteria help identify applicants who meet the employer’s needs while reducing unnecessary interviews. Structured screening methods can evaluate work experience, technical abilities, and job-related competencies. Consistent interview questions also help employers compare candidates more objectively and maintain organized hiring records. We assist businesses with candidate sourcing, screening, interviewing, and coordinating the hiring process. Employers retain control over final hiring decisions and directly employ selected candidates. Establishing a consistent recruiting process can help local businesses improve communication with applicants, reduce administrative demands, and make more informed hiring decisions.
What HR Compliance Issues Should Pennsylvania Employers Review Before Year-End?
Pennsylvania employers should review workplace policies, payroll procedures, employee classifications, and personnel records before the end of the year. A year-end HR review can help identify outdated practices and prepare businesses for upcoming administrative responsibilities. Wage and hour compliance is an important consideration. Employers should verify that employees are classified appropriately, working hours are recorded accurately, and overtime calculations follow applicable federal and state requirements. Employee handbooks, leave policies, and required workplace notices should also be reviewed for accuracy. Businesses operating in multiple states may need to account for additional employment requirements.
When should a business consider hiring an HR consultant?
Businesses should consider hiring an HR consultant when employee-related responsibilities become difficult to manage internally or when specialized HR guidance is needed. Common situations include rapid business growth, increased hiring activity, employee conflicts, compliance concerns, or outdated workplace policies. An HR consultant can also be valuable when a company does not have a dedicated human resources professional. At Harvis Inc., we help businesses identify potential HR challenges and develop practical solutions before smaller issues become larger problems.
What is the difference between outsourced HR support and an in-house HR department?
An in-house HR department consists of employees who manage human resources responsibilities within the organization, while outsourced HR support provides access to external professionals. In-house teams may be better positioned to handle continuous daily responsibilities, while outsourced services can provide specialized expertise, additional capacity, or ongoing support without expanding internal staffing. At Harvis Inc., we work with businesses that need external HR assistance as well as organizations seeking support for existing personnel. The best approach depends on the company’s size, workforce, budget, and operational needs.
How much does professional HR consulting typically cost?
Professional HR consulting costs vary depending on the services required, the size of the organization, and the complexity of its human resources needs. Some businesses need assistance with a specific project, such as developing an employee handbook or conducting an HR audit, while others benefit from ongoing outsourced HR support. Recruitment, compliance consulting, and employee relations services may also involve different pricing structures. At Harvis Inc., we recommend discussing your business’s specific needs so we can determine an appropriate scope of services.
How can an HR consultant help businesses stay compliant with employment laws and regulations?
HR consultants help businesses understand their employment-related responsibilities and develop policies and procedures that support compliance. This may include reviewing wage and hour practices, employee classifications, workplace policies, hiring procedures, leave administration, and required documentation. At Harvis Inc., we help employers identify potential compliance gaps and establish more consistent HR practices. Because employment laws can change and requirements vary by jurisdiction, businesses should also consult qualified employment counsel when legal interpretation or advice is necessary.
What are the most common HR compliance mistakes small businesses make?
Common HR compliance mistakes include improperly classifying employees, failing to maintain accurate employment records, using outdated employee handbooks, and inconsistently applying workplace policies. Businesses may also encounter problems with overtime calculations, required employee notices, leave administration, or documentation of disciplinary actions. These issues can create unnecessary financial and legal exposure. At Harvis Inc., we help businesses review their HR procedures, identify areas of concern, and develop practices that support more consistent compliance.
How often should a business review and update its employee handbook?
We generally recommend reviewing employee handbooks at least once a year and whenever significant employment laws, workplace practices, or company policies change. An outdated handbook may contain information that no longer reflects current legal requirements or the organization’s actual procedures. Regular reviews help ensure policies remain clear, consistent, and relevant to employees. At Harvis Inc., we assist businesses with employee handbook development and updates, helping them communicate workplace expectations and address changing HR requirements.
What workplace policies should every business include in its employee handbook?
An employee handbook should address important workplace expectations, including equal employment opportunity, anti-harassment and discrimination policies, employee conduct, attendance, compensation practices, timekeeping, and applicable leave policies. Depending on the organization, additional sections may cover workplace safety, confidentiality, technology use, remote work, and disciplinary procedures. Policies should reflect the business’s operations and comply with applicable federal, state, and local requirements. At Harvis Inc., we help employers develop handbooks that communicate expectations clearly and provide a consistent reference for employees and management.
How can professional recruitment services help businesses find qualified employees?
Professional recruitment services help businesses identify, evaluate, and attract candidates who match their hiring requirements. At Harvis Inc., our recruitment services support employers through the hiring process by focusing on candidate qualifications, experience, and suitability for available positions. Working with a recruitment professional can reduce the administrative time associated with sourcing and screening applicants. We help businesses approach hiring more strategically so they can make informed decisions when filling important roles.
What is the difference between direct-hire recruiting and temporary staffing?
Direct-hire recruiting focuses on identifying candidates who will become employees of the hiring company, typically for permanent positions. Temporary staffing generally involves workers employed or assigned through a staffing agency for a defined period or short-term business need. At Harvis Inc., our direct-hire recruitment services help employers find candidates for positions within their organizations. This approach is often appropriate for businesses seeking long-term employees who can contribute to their operations and future growth.
How can businesses improve their employee screening and interview processes?
Businesses can improve screening and interviewing by establishing clear job requirements, using consistent evaluation criteria, and asking structured questions related to the position. A standardized process helps employers compare candidates more fairly and focus on the skills and experience needed for the role. Employers should also ensure that screening practices, background checks, and interview questions comply with applicable employment laws. At Harvis Inc., we help businesses strengthen their recruitment practices and develop more organized approaches to candidate evaluation.
What should be included in an effective employee onboarding process?
An effective onboarding process should introduce new employees to their responsibilities, workplace policies, company expectations, and available resources. It typically includes completing required employment documentation, reviewing the employee handbook, explaining compensation and benefits information, and providing job-specific training. Managers should also establish clear performance expectations and provide opportunities for new employees to ask questions. At Harvis Inc., we help businesses develop onboarding practices that support a smoother transition and help employees become comfortable in their new roles.
How can businesses reduce employee turnover and improve retention?
Reducing employee turnover begins with understanding why employees leave and identifying opportunities to improve their workplace experience. Competitive compensation, clear expectations, effective management, professional development, and consistent communication can all contribute to employee retention. Businesses should also review their hiring and onboarding practices to ensure new employees understand their roles and organizational expectations. At Harvis Inc., we help employers evaluate HR practices and address workplace concerns that may contribute to unnecessary turnover.
What should employers know about employee classification and overtime requirements under the FLSA?
The Fair Labor Standards Act (FLSA) establishes federal requirements for minimum wage, overtime pay, recordkeeping, and certain employment classifications. Employers must determine whether employees qualify as exempt or nonexempt based on applicable legal requirements, including job duties and, where relevant, compensation criteria. Nonexempt employees generally must receive overtime pay of at least one and one-half times their regular rate for hours worked beyond 40 in a workweek. At Harvis Inc., we help businesses review HR practices related to employee classification and wage compliance while encouraging employers to obtain legal guidance when classification questions arise. State laws may impose additional requirements.
How can HR consulting help businesses manage FMLA and employee leave requirements?
Managing employee leave requires understanding which laws apply to the business, determining employee eligibility, and following appropriate documentation and communication procedures. The Family and Medical Leave Act (FMLA) provides eligible employees of covered employers with qualifying job-protected leave, subject to specific requirements. Additional federal, state, and local laws may provide other leave protections or obligations. At Harvis Inc., we help employers review leave policies, establish consistent administrative procedures, and identify situations that may require further legal guidance.
What steps should employers take when handling employee performance or disciplinary issues?
Employers should address performance and disciplinary concerns promptly, consistently, and with appropriate documentation. The process generally begins with identifying the issue, reviewing relevant policies, gathering necessary information, and communicating expectations to the employee. Depending on the circumstances, corrective action may include coaching, additional training, written warnings, or other appropriate measures. At Harvis Inc., we help businesses develop fair and consistent employee relations procedures while considering applicable employment laws and the specific circumstances involved.
How can workplace training help prevent harassment, discrimination, and employee conflicts?
Workplace training helps employees and managers understand appropriate conduct, recognize potentially harmful behavior, and respond to concerns before they escalate. Effective programs may address harassment prevention, discrimination, respectful communication, conflict resolution, and procedures for reporting workplace issues. Training is most useful when supported by clear policies, consistent management practices, and appropriate responses to complaints. At Harvis Inc., we help businesses strengthen workplace practices through HR guidance and training designed to promote a more professional and respectful environment.
What are the benefits of conducting a professional HR audit?
A professional HR audit helps businesses evaluate their current human resources policies, documentation, and procedures to identify potential weaknesses or areas for improvement. An audit may examine employee files, handbook policies, hiring practices, wage and hour procedures, onboarding, and other employment-related processes. At Harvis Inc., we help businesses assess their existing HR practices and identify opportunities to improve consistency, efficiency, and compliance readiness. Regular HR reviews can be particularly valuable as an organization grows or experiences changes in its workforce.
How can ongoing HR consulting help businesses manage employee relations and workplace challenges?
Ongoing HR consulting provides businesses with access to professional guidance as employee-related questions and workplace challenges arise. This may include assistance with performance management, policy interpretation, employee complaints, disciplinary procedures, organizational changes, and communication between employees and management. At Harvis Inc., we work with businesses to develop practical HR approaches that support consistent decision-making and positive employee relations. Having ongoing HR support can also help business owners and managers address concerns proactively rather than waiting until problems become more difficult to manage.
How Can Small Businesses Handle HR Responsibilities Without a Dedicated HR Manager?
Small businesses can manage HR responsibilities without a dedicated HR manager by establishing clear procedures, maintaining organized employee records, and assigning responsibility for important personnel functions. Hiring, onboarding, payroll coordination, policy administration, and employee concerns all require consistent attention, even in smaller organizations. As a business grows, these responsibilities can become increasingly difficult for owners and managers to handle alongside their daily operations. Inconsistent procedures or incomplete documentation may also create unnecessary compliance risks. At Harvis Inc., we provide outsourced HR support to help businesses manage essential human resources functions. This allows employers to access professional guidance while maintaining an HR structure appropriate for their organization’s size and needs.
What Should Employers Do When an Employee Files a Workplace Complaint?
Employers should respond to workplace complaints promptly, take the concerns seriously, and follow a consistent process for reviewing the situation. The appropriate response depends on the nature of the complaint, whether it involves workplace conduct, discrimination, harassment, safety, or another employment-related concern. The process may involve documenting the complaint, identifying relevant witnesses, reviewing available information, and conducting an impartial investigation when appropriate. Employers should also protect confidentiality to the extent reasonably possible and prohibit retaliation against employees who raise protected concerns. Clear communication and proper documentation are important throughout the process. HR guidance can help employers establish appropriate complaint-handling procedures and determine when legal counsel or additional professional assistance is necessary.
How Can Businesses Improve Communication Between Management and Employees?
Businesses can improve communication by establishing clear expectations, providing regular updates, and creating opportunities for employees to ask questions or raise concerns. Consistent communication helps reduce misunderstandings about job responsibilities, workplace policies, and organizational changes. Managers should communicate expectations in a straightforward manner and provide constructive feedback throughout the year rather than waiting for formal performance reviews. Regular team meetings, individual check-ins, and accessible workplace policies can also support better communication. At Harvis Inc., we help businesses evaluate employee relations practices and identify opportunities to strengthen workplace communication. Creating consistent channels for feedback can help employees feel informed while giving management a better understanding of workplace concerns.
What Is the Best Way to Handle Employee Terminations While Reducing HR Risks?
Employee terminations should be handled through a consistent, well-documented process that considers the circumstances of the separation and applicable employment laws. Before making a final decision, employers should review relevant policies, employment agreements, performance records, and any previous disciplinary actions. It is also important to consider whether the employee has recently engaged in legally protected activity or whether other circumstances could create additional legal concerns. Final pay, benefits information, company property, and required notices should be addressed according to applicable requirements. A termination meeting should be professional, respectful, and focused on communicating the decision clearly. HR professionals can assist with preparation and documentation, while qualified employment counsel should be consulted when legal risks or complex circumstances are involved.
How Can Employers Create Effective Job Descriptions for New Positions?
Effective job descriptions clearly explain a position’s primary responsibilities, required qualifications, reporting relationships, and expectations. They should help applicants understand the role while giving employers a consistent reference for recruitment, interviewing, and performance management. A useful job description identifies essential duties, necessary skills, relevant experience, and any legitimate physical or scheduling requirements. Employers should avoid unnecessarily restrictive qualifications that could exclude otherwise capable candidates. Job descriptions should also be reviewed as responsibilities change. At Harvis Inc., we help businesses strengthen their recruitment and HR practices so hiring decisions are based on clear organizational needs. Well-developed job descriptions can improve candidate screening and reduce confusion after an employee joins the company.
How Often Should Businesses Conduct Employee Performance Reviews?
Employee performance reviews should occur on a schedule that supports meaningful feedback and reflects the organization’s needs. Many businesses conduct formal reviews annually or semiannually, but regular conversations throughout the year are equally important. Performance discussions should address job responsibilities, accomplishments, areas for improvement, and expectations for future performance. Managers should use consistent evaluation criteria and document important feedback to support fair decision-making. Waiting until an annual review to address ongoing problems can allow concerns to become more difficult to resolve. At Harvis Inc., we help employers develop performance management practices that encourage communication, accountability, and employee development while supporting consistent workplace expectations.
What Should Employers Consider When Developing a Remote or Hybrid Work Policy?
A remote or hybrid work policy should establish clear expectations for work schedules, availability, communication, productivity, equipment use, and information security. Employers should also address how employees report working hours, request time off, and communicate with supervisors. For nonexempt employees, accurate timekeeping and compliance with applicable wage and hour requirements remain important regardless of where work is performed. Businesses may also need to consider employment laws, payroll obligations, and other requirements when employees work in different states. A written policy helps establish consistency while allowing employers to evaluate which positions are appropriate for remote arrangements. HR guidance can help businesses develop practical policies that support operational needs and clarify employee responsibilities.
How Can Businesses Prepare Their HR Policies for Company Growth or Expansion?
Businesses preparing for growth should review their HR policies, hiring procedures, employee documentation, and management practices before adding significant numbers of employees. Processes that work for a small team may become difficult to maintain as the organization expands. Growth can introduce new responsibilities involving employee benefits, leave administration, workplace training, recordkeeping, and employment law compliance. Some legal requirements also change when a business reaches certain employee-count thresholds. At Harvis Inc., we help employers evaluate their existing HR practices and identify areas that may need improvement. Establishing consistent procedures before expansion can make onboarding new employees easier, support managers, and reduce avoidable administrative challenges as the workforce grows.
