Human Resources Compliance Audits (including fraud detection) can be utilized as either a screening tool or a full and in-depth assessment. With employment laws constantly changing policies and procedures can easily fall out of compliance. The results of the audit can then serve as a work prioritization plan to develop and improve the HR Department.

 

HR Policies and Procedures require frequent updates due to changes in legislation. The current trend of increased legislation for time off creates an increased need to review and update policies. A few areas of special interest today are Discrimination, Harassment and Retaliation Policies; Leave and Reasonable Accommodation Policies; Social Media and Technology Use Agreements; and Employee Monitoring and Privacy Policies.
 

Employee Handbook assessments should occur regularly, updated when needed and distributed to all employees upon revision.  

 

Family and Medical Leave Act consulting includes process and compliance assessment; FMLA administration consulting; FMLA training for managers.

Third Party Investigations ensure a thorough and non-biased review of employee complaints from the pre-investigation due diligence up to the final interview and follow up with the employer.

 

Job description reviews will consider the requirements of the Americans with Disabilities Act and the Fair Labor Standards Act. Recommendations may include revisions or drafting new job descriptions. We can also perform Job Applicant/Candidate Accommodation Program Design/Compliance

 

Performance Management includes developing performance management processes; providing training in management skills and team building.

 

Training for managers and staff may include: Sexual harassment, Performance management, Basics of human resources, Violence in the Workplace, Updates on new regulations; and ADA training on the interactive process

 

HR On-call services are available on an hourly basis or monthly retainer.