New Labor Laws in Effect
January 1st, 2012
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Policies and Procedures
-Review, recommend and update administrative H.R. policies
-Review, update or create Employee Handbook

Performance Evaluations
-Review existing process and counsel management on how to maximize the effectiveness of performance evaluations and motivate top performance from staff
-Review, update or create a performance evaluation system
-Review, update and create all documentation, forms and feedback mechanisms
-Coach management both pre- and post-evaluation to improve management’s ability to administer performance evaluations
-Assist in creating Performance Improvement Plans and Job Descriptions

401(k)
-Audit, review and develop processes
-Compliance review
-Tactical plan to mitigate potential IRS or Department of Labor violations

Workers’ Compensation
-Review appropriate employee classification minimizing both expense and exposure
-Review open workers’ comp claims
-On-call consult for workers’ comp claims when they happen to ensure an employee situation is appropriately managed

Health Insurance
-Plan review and recommendation
-Benefit Orientations and Open Enrollment Meetings
-Audit insurance billing statements for accuracy

Management Training
-Sexual harassment training
-Effective Communication
-Interviewing skills

Employee Relations
-Coaching management to effectively mitigate staff conflicts
-On-call “referee” to intervene when people issues are out of control

Terminations
-Consult in advance of termination to minimize potential legal ramification
-Ensure sufficient counseling and documentation is in place in advance of a termination
-Assist in conducting Terminations and Exit Interviews

Layoff and Restructure Management
-Mitigate legal ramifications from layoffs
-Properly organize restructures to minimize legal issues

HR Personnel Training
-HR 101 – the basics that every HR associate needs to know to be effective in his/her job
-Continuing education for specific H.R. issues
-Resource solutions for HR personnel
-Suggest valuable where-to-go sources for information

Recruiting
-Hourly fee recruiting saves money over contingency recruiters
-Create job postings -Provide initial screening of candidates to save hiring manager’s time
-Administrative, management and executive level
-From manufacturing to high tech

Hiring & Staffing
-Review, recommend and create effective screening questions that drill-down to reveal a candidate’s true experience
-Review, update or create customized employment applications
-Review, update or create customized applicant testing and scoring process to ensure candidates have appropriate experience
-Conduct New Hire Orientations

Strategic Expansion
-Review staffing requirements pre-expansion
-Create staffing budget
-Create hiring “road map” to appropriately time staff expansion
-Ensure that appropriate training programs are in place to maximize effectiveness of strategic expansion

Acquisition Assimilation
-Review and make recommendations on target’s staff effectiveness
-Analyze target’s culture to mitigate culture clash during and after roll-up
-Analyze target’s management and identify staff “keepers”