Where do I start with an Employee Handbook or Policies Manual and why do I need one?

There are many templates available online or we can provide a template as a starting point. Our experience has been that busy owners or executives rarely have time to do the edits and customizations.

We have a streamlined process to easily collect the required information to develop a new handbook or update an existing one. The best part is that it's a great reference for management to remember how to handle most common problems or situations, so they can apply the same policies consistently.

How do I know our business is legally covered if we need to terminate an employee?

Document, document, document. It is important to have performance coaching or counseling documented and make sure it doesn't conflict with the company's discipline policy. We can help you determine if the offense is egregious enough for immediate termination.

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We are frequently asked, "Can they sue us?" The answer is yes, anyone can file a claim or lawsuit.

It is important for the business to focus on documenting patterns and events, including the dates, people and circumstances. 

Some companies obtain Employers Practice Liability Insurance (EPLI) which is specific insurance to cover employee claims and situations along with any associated legal expenses.

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Are we are legally compliant in the event of a Department of Labor or Immigration Customs Enforcement (ICE) government audit?

We have a simple audit framework to answer this question for you.

We examine what organizations are doing to stay compliant in this fast-paced changing world of regulations, and offer efficient best practices to manage compliance. 

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For example, Form I-9s must be kept in separate location from the personnel files. And did you know that they must be retained for a specific period after an employee terminates? The fines and penalties associated with negative audit findings can add up to thousands of dollars FAST. It's not hard to be compliant, but you need to know what the requirements are.

What interview questions are off-limits? Could I get in trouble asking the wrong questions?

Federal laws protect applicants against discrimination for race, color, national origin, religion, sex, marital status, sexual orientation, genetic information, pregnancy, age or disability. In addition, some state laws add other protections. Employers cannot ask questions that would require answers or details about any of these categories.

Did you know that you should ask all applicants the same questions if they are applying for the same position? Let us help you quickly formulate a standardized interview process to keep all hiring managers and interviewers on the same page.

Other questions we can help you answer....

Have you been losing key employees to competitors? Have you checked your compensation program to ensure you are paying "market" rates?

How do I know if our benefit package is adequate, fair and competitive in our market?

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Do all things have to be equal for everyone? Can I offer a bonus to one employee and not another?

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How should I respond to an Unemployment Claim?

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What happens if an employee trips in our parking lot and hurts their ankle? Are we responsible for this?

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With all the workplace violence, what should our weapons policy be?

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What is the best way to handle annual employee reviews?

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How long should we retain employee's personnel files and what should they contain? What should they NOT contain?

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We've never had a discipline policy, what should I do with the employee in my department with a bad attitude?

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In the "Me Too" era, what do I do if someone complains about being harassed or bullied?

Does your company need our services? Message us today.