Best Business Consultants in Hamilton, NJ

An HR Audit is a comprehensive review of policies and HR practices to identify areas of strength and weakness and where improvements may be needed. The information gathered from the audit helps determine whether current HR processes comply with State and Federal regulations and support business goals and can help determine if an organization is properly utilizing their human capitol. The audit includes a summary of findings and recommendation for next steps.

We keep a detailed file on each client, which includes an active headcount by state and current polices and initiatives. As laws change, we notify you and amend policies, practices, and initiate communications with employees accordingly.

Labor posters, the employee handbook, and new hire paperwork is the place to start. Ongoing communication in the form of memos, lunch and learns, and trainings, all of which we provide, further explain, clarify misunderstanding, and generate buy-in amongst employees. Performance reviews, compensation, and discipline linked to performance and compliance, including holding your management team accountable, drives home the message.

Yes, you should have a policy in your handbook stating that you reserve the right to discipline employees at your discretion up to and including termination. Such a policy will go a long way in helping reduce the risk of litigation and can form the core of more elaborate termination procedures governing both voluntary termination and involuntary termination. In case of a voluntary termination, a termination policy can provide the necessary information an employee needs to obtain benefits and tie up any loose ends. Involuntary termination can take either of these two forms: Reduction in Force (RIF) or Disciplinary Termination. Both tend to be associated with negative emotions. A documented termination policy can reduce the probability of conflict.

Both employees and employers complete sections of the form (employees complete Section 1 of the form; employers complete Sections 2 and 3); however, responsibility for completing and retaining the form falls on the employer. Employers can provide the I-9 form to candidates as soon as the job offer has been accepted and must have Section 1 completed on the first day of employment and Section 3 completed no later than 3 business days from the first day of employment.