AThis service involves about 2 hours of meeting time either in person or by phone. We usually have your employee handbook written within 2-3 weeks. Clients receive one hard copy and one copy via email of the new employee handbook. As with everything we do, this employee handbook is NOT a template book. It is specially designed for your company with your company logo and information on the cover. If you have employees, you should have an employee handbook. A handbook that clearly states what staff can expect and covers all legal issues, depending on the size and location of your company. Make sure your employee handbook is correct. Ensure that all of the employee rights are stated correctly. In some cases there are not only federal, but state, county, and in some cases city laws and regulations. We also will keep your manual updated annually so you won’t have to worry about any changes. Helping you utilize your time and resources for business productivity.ccordion Content

This service includes FLSA Classification and a Compensation Analysis of the position(s).

• Classifies position as either hourly or salary based on FLSA guidelines.
• Prevents confusion and overlaps in duties performed.

It is critical that your employees are classified correctly as either hourly or salary. Send us a current and up-to-date job description to ensure that each employee is classified correctly. We will return a report reflecting the proper classification to you within 24 hours. Many of the clients we have served are using the old standards, established in the 1930’s. In 2019 the standards for classifying employees underwent a major change. We will check each job description in the company to ensure that they are classified correctly. Making needed changes now may help you in the future should you ever get audited.

HR audits provide a focused and intense review of a company’s HR practices. This type of review can help evaluate whether or not specific HR areas are effective. The results obtained from an HR audit can provide decision makers with the information necessary to determine what policies or practices need to be revised or improved. Our company will visit your location and verify that all HR documents are completed correctly, filed correctly, and everything is in order. We will also make sure everything is running efficiently and effectively.

• Know that your HR department is legal.
• Know that your HR department is operating efficiently.
• Many times there are a lot of files that can be disposed of or deleted.
• An audit can free up a lot of space in your files and/or computer.

These audits ensure that employers are verifying and maintaining the identity and employment authorization of all employees hired in the United States. 

Current up-to-date job descriptions are important for several reasons. To classify employees properly either hourly or salary, define work duties, prevent discrimination, protect against ADA requirements and that is to name just a few reasons. These documents should be updated at least once every year. Depending on the status of the position, we can either create a new description or update your existing one. Our staff will actually visit your location to observe and interview the employee/position at work and gather information from the employee and manager. During this visit and development, we look for any overlaps in positions. Then advise management of any overlaps. Sometimes this can save companies a considerable amount of money and reduce the amount of work for staff.

We will design and develop a performance appraisal process to match your particular needs. You and your employees need to know how they are performing so that improvements can be made to meet the company goals. A Performance Appraisal also allows management to measure whether an employee deserves a promotion, raise, or more assistance to perform the job better. Too many times Performance Appraisals “evaluations” are subjective rather than objective or do not reflect the culture which provides a false interpretation of actual performance.

• Know just how productive your employees are
• Issue raises and promotions on results not opinions.
• Find who your best performers are
• Allows employees to have goals to better meet the needs of the company.
• Allows employees to know what to do, so they can be more productive.

Stay interviews are proactive, focusing on retention by identifying and addressing employee concerns before they lead to departure. Exit interviews are reactive, occurring after an employee has decided to leave, and aim to understand the reasons for their departure to improve future retention.Accordion Content

We can develop a survey to meet your needs and improve employee satisfaction with whatever the scenario may be. This will allow employers to gain a better insight on what may be needed. It is highly advised that any survey be collected and compiled by a third party.

• A third party is more likely to get honest results.
• Employees feel less threatened being truthful to an outside source and will be more open.
• Employees won’t have to use their time to develop an effective tool to measure satisfaction.
• All surveys are anonymous.
• We will even compile the results and supply you with the information in a report.

Gap analysis is a formal study of what a business is doing currently and where it wants to go in the future. It can be conducted, in different perspectives, as follows:

1. Organization (e.g., Human Resources)
2. Business direction
3. Business processes
4. Information technology

We will review current job descriptions and find current area market wages based on 10 different criteria. We can also look at and consider all pay scales and see if there are any pay disparities among employees. A report will then be prepared showing the 25, 50, 75, and 100 percentiles from the current market wages, as well as any disparities, and suggestions on how to adjust pay accordingly. If adjustments are found to be needed, we will help in developing a plan to make the appropriate adjustments.

• Find out if any of the positions in the company are over or under paid.
• Ensure that you are paying a competitive wage for each position.
• Paying a fair wage is one part of ensuring a reduction and/or low turn-over rate.