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Services
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 EMPLOYMENT BASICS & PERSONNEL
EFFECTIVENESS
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- DEFINING CORPORATE
CULTURE: Who are we? What do we stand for?
- STAFF ASSESSMENTS:
Who do we want and how many do we need?
- CREATIVE RECRUITMENT:
Where do we find them?
- HIRING PROCESSES:
What is involved in bringing them on board?
- ORIENTATION
PROCEDURES: What is appropriate and necessary to
present in our orientation?
- TEAM BUILDING:
How do we help them work well together?
- "SURVIVAL
TRAINING"
- PERSONALITY COLORS
- INTERDEPARTMENTAL
COMMUNICATION
- RETENTION AND REWARD:
How do we acknowledge and retain good employees without
breaking the bank?
- UNEMPLOYMENT
INSURANCE CLAIMS: What do we need to know?
- DRUG AND SUBSTANCE TESTING
PROGRAMS: Do we need them? How do we implement them?\
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Performance Design
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- DESIGN AND COMMUNICATION OF PERFORMANCE STANDARDS: What do we
want out of our employees in terms of productivity? How
do we define it and make it clear to the staff?
- EVALUATION OF PERFORMANCE: How do we assess
if they are making the grade? If they are not, how do we
know if it is our expectations, the training process or
the employee?
- REMEDIATION OF PERFORMANCE ISSUES: How do we
define specifically what is wrong, and find ways to fix
it?
- EMPLOYEE RELATIONS: How do we smoothly work
through issues between line staff and management, or
among groups and maintain our consistency and our
legality?
- COACHING EMPLOYEES TO SUCCESS: We know it is
in our best interest to salvage employee situations
whenever possible. How do we do that? How do we find
ways to create a culture that empowers our employees to
succeed and thrive?
- DISCIPLINARY PROCESS AND TERMINATION PROCEDURES:
How do we approach problems and issues in a way that
resolves them and is within the confines of the law and
appropriate management?
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 Regulatory Compliance
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- HARASSMENT: Includes sexual harassment and
concerns about hostile work environments. Is our
management team informed and trained? Are we protecting
our employees, and are we protected from the potential
of lawsuits?
- COBRA & HIPAA: Do we know our
responsibilities in terms of notification on these
required benefit programs?
- OSHA AND WORKERS COMPENSATION CLAIMS: Are we
required to submit Form 200? How do we implement a
safety program that works? How do we get answers to our
questions and handle our fears about compliance with
safety issues?
- REQUIRED POSTERS & NOTICES: Do we know what
we need to have posted for the number of employees we
have? Do we know where to get them, and where to post
them?
- IMMIGRATION REFORM AND CONTROL ACT (I-9 AND OTHER
RECORD KEEPING COMPLIANCE): Are our
records kept in compliance with DHS regulations? Do we
know what must be kept in personnel files and what
should not be? This is the area where most small
businesses are in jeopardy of huge fines, largely due to
inadvertent errors in record keeping practices.
- FAMILY MEDICAL LEAVE ACT: Are we
required to comply? Must this time off be paid? Who is
eligible and how do we implement and administrate it?
How do keep employees from taking advantage?
- EQUAL EMPLOYMENT OPPORTUNITY IMPLEMENTING AND
REPORTING: Are we required to submit Form EEO-1?
What kind of records must we keep? How do we consistently
be fair and legal in these regards?
- AFFIRMATIVE ACTION: Is our organization
subject to Affirmative Action laws? How do we write and
implement such a plan?
- FAIR CREDIT REPORTING ACT: Do we utilize
this act in our hiring and reference checking
procedures? How does it impact internal investigations?
- NEW HIRE REPORTING REQUIREMENTS (Personal
Responsibility And Work Opportunity Reconciliation Act
Of 1996): Do we have processes in place to deal with this?
- AMERICAN WITH DISABILITIES ACT: Do we know
how this impacts our personnel processes and with which
aspects we must comply?
- FAIR LABOR STANDARDS ACT: Are we aware of
the intricacies of this law and how to apply it to our
staff and payroll practices? Do we understand the
serious nature of even inadvertent violations?
- HAZARD COMMUNICATION ACT: Do we need a
policy on HCA, and if so, how do we best implement it?
- FEDERAL WAGE GARNISHMENT LAW: Do we have
procedures in place to deal with this law?
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Other Services
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- Perform internal and external marketing surveys to
determine equity in salaries.
- Build salary structures and train managers in
using structure to plan salary offers and merit/COLA
increases.
- Coaching staff who handle personnel functions in
Human Resource philosophy and approaches.
- Working with executive management teams to foster
creative and empowering atmosphere to maximize success
of the organization that supports the business.
- Perform third party investigations in
discrimination and harassment situations.
- Advising on benefits plans and administration.
- Write
job descriptions and employee handbooks.
- Generate written policies and procedures necessary
to promote order and consistency.
- Create simple, cost effective personnel record
keeping methods including electronic databases and paper
filing systems.
- Provide outplacement services to companies who are
laying off: helping staff who are let go enhance the
possibility of securing another professional position in
the shortest possible time.
- Present classes in HR issues for small businesses.
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