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Consulting
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Your expertise is your business, not human resources. Yet you're expected to be as up-to-date on employment issues and workplace regulations as much larger companies that can afford in-house human resource expertise. HR Precision can help you reduce risk and improve effectiveness in your organization by having consistent employment practices. Thanks to our experience, we've identified the most common employment/human resource issues facing smaller businesses, and developed cost-effective solutions for dealing with them. Read more below. Then call HR Precision for affordable, expert help.
Employment Policies & Practices
There's no law that says when you're required to have a written Employee Handbook or Policy Manual. However, it's much easier to be consistent if there are written policies for handling common situations and established practices for doing so. We typically recommend a manual at least when you reach a dozen employees.
Policy manuals commonly outline expectations you have of your employees, explain your requirements of fair treatment and equal opportunity employment, and provide information on benefits and compensation practices. HR Precision can develop an Employee Handbook customized specifically for your needs.
Even the smallest business has to hire and fire. The most common question by small businesses is how to handle employee situations that require discipline and/or termination. You may need to know how to document a performance problem, how to coach an employee about a problem, or how to weigh the risks of a termination decision.
At-will employment provides flexibility for separations, but it does not eliminate risk. Lowering your risk includes evaluating each situation case-by-case and then implementing the appropriate action according to your consistent policies and practices. Of course, there's often the unusual situation that you've not seen before…and that's when the outside assistance of HR Precision can be invaluable.
Compensation & Overtime Pay Practices
When are you required to pay overtime? What does it mean to be exempt or nonexempt? What is FLSA anyway? These are common questions you may come across in your business.
The Fair Labor Standards Act (FLSA) requires all employers to classify employees appropriately into categories based on the tasks performed. Their classification determines whether they are eligible for overtime pay or not. Making these decisions is not easy, and many small businesses are exposed in this area due to not understanding FLSA requirements. Count on the expert knowledge of HR Precision to help clarify this often confusing—and potentially risky—area.
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