Our approach to consulting is always a non-judgmental two-way conversation. Some clients want a sounding board to bounce some ideas around while others strategize steps to handle delicate workplace challenges or employee issues. We’re content to offer new ideas, propose alternatives or roll up our sleeves to help clients implement plans on-site. Our experience allows us to remain flexible and effective when serving your business with our human resource support.
Once your 60 minute business trial account is activated, you can use all your time at once or over a few calls. It’s that easy. We’re confident the experience you take away from the trial will be enough to consider us for a future business relationship.
SCHEDULED HR SUPPORT
HR PROJECTS & CONSULTING
The scope and duration of each project will vary based on a number of factors. Before we begin, we consider regulatory compliance requirements for your industry, number of employees, states of operation, etc. Our quoted fees may be payable in full upon acceptance or may be divided over predetermined stages of completion.
The services listed below are typically one-time predefined projects offered at a fixed fee. Many of our projects and services can be added to at any time and will be provided concurrently with ongoing services.
- Updating HR infrastructure and implementing best practices saves time.
- Serve Clients through an advisory, mentor, or hands-on capacity.
- Open-ended consulting can address issues and resolve problems.
- Understand how compliance, regulations, insurances, and policy overlap.
- Avoid common practices which open the doors to business risk.
- Employers don’t know for sure if their payroll procedures are legal.
- Businesses pay salaries, then unknowingly nullify FLSA exemptions.
- The employer is ultimately responsible for the correct reporting of work hours.
- Wage reductions are made to employee pay resulting in OT violations.
- Compensation agreements with certain employees are not compliant.
- Design elements should allow paper, Internet, and interactive functions.
- Custom applications help to screen applicants in or out.
- Learn how to avoid wasting time interviewing unqualified applicants.
- Avoid outdated application questions that are now considered illegal.
- We become liaisons between former employees and their Employer.
- Help employees remain positive and engaged during these periods.
- Provide 1 on 1 resume help, job searches, training, and counseling.
- Collaborate with the client’s attorney to deliver severance agreements.
- Secure Company-owned vehicles, keys, technology, documents, etc.
- Update and convert existing paper forms to interactive ADOBE® Forms.
- Design hire packets to include all payroll, tax, and policy acknowledgments.
- Create an employee kiosk or PC file where employees may access popular forms.
- Forms can be saved, printed, timestamped, or forwarded for approval.
- Having NO written policy generally means there is no policy to enforce.
- Policies must be carefully designed with state and federal laws in mind.
- Employers may add, remove, change and enforce the policy as they see fit.
- We draft policy to explain daily responsibilities and address exceptions.
- Worksite policies should migrate into an Employee Manual.
- Every two years, all worksite policies should be reviewed, updated, and re-published.
- Discuss employer’s worksite concerns then draft policy accordingly.
- Determine where policy can be more or less stringent.
- Unnecessary and outdated content is replaced with proven HR practices.
- Manuals are not contracts. Share new policy with staff and get signatures.
- Job descriptions are a guide to daily expectations and responsibilities.
- Similar to policies, they change as needed and are not contracts.
- They help interviewers understand skill and experience requirements.
- Management, new hires, attorneys, and physicians rely on them.
- They help employees understand how they fit into the organization.
- OSHA applies to worksites with ONE or more employees.
- Make a determination on what OSHA standards apply to your worksite.
- Analyze existing training and modify it to meet the OSHA standards.
- Experts or knowledgeable persons conduct training by classroom style, videos, learning materials, demonstrations, or a combination of these methods. Testing may be required.
- Discuss and make recommendations on business HR Apps or software.
- Technology can be easy to use even with non-tech employees.
- We help with the burden of rolling out and training new technology.
- Update infrastructure and move away from outdated processes.
- Costs are low; return on investments are high.
- Identify real or perceived areas of risk for employers and employees.
- Conduct HR and Employment audits or private employee surveys.
- Discuss workplace practices, behaviors and identify risk areas.
- Review management practices, files, compliance, records.
- Compile a report of findings and make recommendations.
Training helps employees work safely, develop skills and communicate effectively.
- Testing, training, and safety topics vary greatly. Contact us for information.
- Training Examples: HIPAA, Harassment, Bullying, Discrimination, Diversity
- Testing Examples: Excel skills, Personality profiles, Sales, Cust. Service.
- Crash Courses: Applicant Interviewing, Benefits, Employee Turnover, etc.
- Management, Leadership, Team and Morale building programs.