W-2 processing, tax filing services, direct deposit, wage garnishment, new hire reporting, standard & custom reports, HRIS, expense reporting, employee time & attendance, pay cards, new hire entry, 401(k) administration, & unemployment cost control.
COBRA, HRA/ HSAs, FSAs and transit pre-tax plans, bill payment/ premium reconciliation, & benefits enrollment, carrier file feed.
Reduce Time to Fill, Expand your Recruiting Reach, Concentrate on Qualified Applicants, Be Compliant, Analyze and Improve your Process, Integrate and Eliminate Duplicate Data Entry, Affirmative Action Compliance, HR Onsite Assistance.
Protest initial level claims, Prepare witnesses with pre-hearing conferences, Represent you at hearings, File board-of-review final appeals, Audit all unemployment charges and tax rates, Analyze the feasibility of voluntary contributions to lower taxes, Provide a suite of detailed claims activity reports online, plus individual decision updates at each level, Conduct educational training and provide legislative updates.
Align workforce, improve engagement and retention, develop your talent, 360 feed back.
E – Verify
E-Verify is an Internet-based system that compares information from an employee’s Form I-9, Employment Eligibility Verification, to data from U.S. Department of Homeland Security and Social Security Administration records to confirm employment eligibility.
On/Off Site HR Support
Coaching, training and guiding leaders/supervisors in making employment decisions and handling various employee challenges, Reviewing compensation and benefit programs, Job Descriptions, FLSA Compliance, Performance Appraisals, Federal and State Posters, HR consultation, HR/Legal Research supplement.
We offer everything needed to support your enterprise-wide learning and development initiatives while satisfying the unique demands of specific industries that may need to meet specifications for audits and fulfilling compliance requirements.
Helping employees better understand your company ethics and values enables them to align their behavior with the standards outlined in your policies and helps reduce workplace incidents. Achieving compliance becomes easier when you shift the emphasis from enforcement to employee engagement and incident prevention. Our goal is to bring values and ethics, compliance, governance, and intelligence together to mitigate risk for clients and assist with developing options and actions to enhance opportunities and reduce threats. HR compliance should be treated as a process of defining both individual and group behaviors to ensure the organization’s applicable laws and policies are followed.
Labor & Employment Law
Laws regulating the employer-employee relationship include: Fair Labor Standards Act, Civil rights laws, Family and Medical Leave Act (FMLA), Uniform Services Employment and Reemployment Rights Act (USERRA), Americans Disability Act (ADA), WARN – Layoffs, Age Discrimination Employment Act (ADEA), EEO-1 Reporting, Affirmative Action and many more that may apply.
Handbooks, Job Descriptions, Salary Survey, HR Consultation, Hiring and Firing, FLSA compliance, Competencies, HR Assessment, State and Legal Posters.
Recruitment and Selection (Hiring the Right Talent) – Temporary placement or Full Time placement – Job posting, resume and candidate screening, pre-employment testing, behavioral & personality testing, DISC Assessment for professional and personal development by human resource training departments, business coaches in educational settings to train individuals, groups, teams, and organizations in soft skills including management, leadership, workplace and sales skills.
When employers conduct a check of your background (credit, criminal, past employer) using a third party, the background check is covered by The Fair Credit Reporting Act (FCRA). The FCRA defines a background check as a consumer report. Before an employer can get a consumer report for employment purposes, the applicant must sign a disclosure.
Drug testing laws vary by state. In some cases, the law requires drug testing. For example, industries regulated by the U.S. Department are covered by federal or state drug testing requirements. In some states, there are limits to when and how drug screening can be conducted.
Training & Development
The purpose of training and management development programs is to improve employee knowledge, skills, ability and organizational capabilities. When the organization invests in improving the knowledge and skills of its employees, the investment is returned in the form of more productive and effective employees. Training and development programs may be focused on individual performance or team performance. The creation and implementation of these programs should be based on training and management development needs identified by a training needs analysis so that the time and money invested in training coincides with the mission or core business of the organization.