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Human Resources and employment laws are applicable to every company that has at least one (1) employee. Core HR starts with compliance to employment laws through an HR Handbook. HR needs evolve as companies get larger and more sophisticated. Our team and our expertise cover it all from the basics to the most complex needs for any organization.

In simplest form, the law of averages will catch up with everyone. Many CEOs and Owners have said how long they've operated without any HR, so why now? Simply put, the increase of Local, State and Federal legislation rarely goes down. The methods that are advertised by different regulatory agencies for employees to make complaints are also increasing. Statistically, your organization will eventually have to answer a formal complaint be it a Wage and Hour violation for unpaid overtime to a serious allegation of discrimination.

This is a common position we hear. Fortunately, the launch plan is simple. We recommend our Lifetime Handbook. It is the foundation to protecting your company, gives you the full picture of the laws and regulations that your company should be following, gives you a chance to evaluate what you are doing against those requirements and gives clear and precise communications and expectations to your employees. Learn more from our JustHRhandbooks FAQs.

Sometimes this is a gut kick when a complaint is made against your company, the investigation by the regulatory agency ALWAYS has some level of findings against you, and often one of the remedies in addition to fines and penalties is you are forced to conduct an HR Audit. We recommend you take this step voluntarily, at a much lower cost, at your own pace and you drive the narrative and outcomes. And, having records to produce in response to the complaint, HR Handbooks, HR Audits and other fundamental HR records go a long way to having complaints dismissed with little repercussions. Learn more from our JustHRaudits FAQs.

Our affordable, anonymous HR Hotline removes the burden and risk of not hearing about critical issues, or having untrained supervisors unintentionally make things worse. It shows you care by engaging a third-party who has no vested interest in the outcome of the investigation. We know what to ask. More importantly, we know what NOT to ask. Learn more from our JustHRhotlines FAQs.

Unquestionably, this is a challenge that as you evolve and grow, will continue. You are unlikely to ever have all of the specific HR expertise in house at any given time. And those needs will pass, so hiring someone to fulfill a targeted need may mean their expertise isn't necessary after the project is concluded. If you need a powerful, broad-based resource to start your HR operation, or augment your HR team, we have you covered. Learn more from our JustInTimeHR FAQs.

Enter GetHRready. This service line can handle anything you throw at us. Interim CHRO service, M&A due diligence, Post-acquisition Human Capital integrations, Reasonable Compensation Analysis under IRS Regulations (did you even know that's a thing?), market-based compensation analysis (per job or group), complete market-competitive compensation program, true and sytnhetic equity plans, RFPs for benefits brokers and HCM solutions, Total Rewards Programs (create or optimize), comprehensive HR Technology strategies, you name it. Learn more from our GetHRready FAQs.

With the depth of HR expertise we have, there is no limit to the sophistication and complexity of projects that can move your people programs forward. Don’t be misled by our core business offerings around fundamental HR compliance and support solutions.

Comprehensive market-based compensation programs; buy and sell side M&A due diligence to optimize transaction value and minimize risk; strategic Performance Management systems linked to organizational objectives; Total Rewards programs that drive talent attraction and retention; creative benefit plan design to drive cost containment; quarterback selection and implementation of HRIS/HCM systems; market-pricing of thousands of client jobs;

We offer a retainer service for clients who prefer us to provide the advice and guidance needed on Human Resources issues.

Nothing in our suite of solutions requires you to purchase multiple services. While all of our solutions are complementary and create a complete framework for foundational HR services, each one performs on its own. However, from time to time, we may offer discounted rates for bundled services.

You get an HR Handbook that is compliant to all Federal and State employment laws throughout your entire trading area, no matter how many States in which you operate. It is written by employment attorneys, maintained by employment attorneys, and includes one (1) year of bi-annual updates to any Federal or State laws that change or become applicable to your company.

Shortly before your optional (but strongly recommended) annual renewal, we send you a revised Handbook Intake Template. This tells us if you began, or ceased, operations in any States. It also captures your revised headcount by State which often triggers the applicability of certain employment laws. In January and July we provide you with an updated HR Handbook.

Our LifeTime Handbook is available at your annual renewal. This annual subscription can be canceled at any time. The subscription gives your company one (1) additional year of monitoring and bi-annual updates.

Unfortunately when your HR Handbook leaves our control, we cannot take it back. We have freed up the license for other clients and stopped monitoring your Handbook. We have no way to reinstate it or to retroactively apply the legal updates that occurred during the lapse period. You must purchase a new Handbook from scratch.

Initially, and at each bi-annual update, you receive a Word and PDF version of the handbook as well as online access for all employees which includes a USER ID and PASSWORD. Most clients pick basic access credentials so it's not difficult for staff to access it.

You are right, and there is no catch. Our clients have remarked again and again how grateful they are for a turn-key, no brainer solution to one of the most-painful HR compliance tasks that exist. In fact, we have never lost a Handbook client.

Companies without HR still run into sticky HR situations but don't have an expert to help them make the right choices. The most valuable component of this solution is the unlimited access to employment attorneys for any HR issue your company may experience.

Issues like how to discipline your employee who keeps cursing on the job. How to legally terminate an employee who has threatened staff and customers. Their responses are online, through your online portal, and include their interpretation, advice and all the necessary legal citations so you understand how they came to their recommendation, as well as to retain for backup if you are challenged at a later date.

As the name implies, you don't pay someone to sit around to handle your occasional HR issue. You don't pay top dollar for ad hoc legal advice on an issue, either. When you need it, you access it and get your support Just In Time. And if you have HR support already, the legal resource and other features help support the HR staff, making them more effective and more useful, all while delaying having to hire HR staff.

Market-based compensation database to make sure you're paying your staff competitively; FLSA and Job Classification Audit tool; Job Description Builder; HR How-To Training across all HR disciplines; 1600+ HR Form Templates, Federal workplace posters and employment law alerts, and more;

The U. S. Supreme Court has cited organizations must have an affirmative defense to protect themselves from lawsuits against them for unlawful harassment and discrimination. Our hotline is an incredibly economical alternative or augmentation to training every single one of your employees and supervisors.

There are many. Maybe your culture, or one supervisor, does not promote openness and transparency so a serious internal issue isn't discovered until it's a lawsuit. Maybe a manager is too busy or distracted in the moment an employee asks to speak with them to lodge a complaint but the manager never gets back to the employee and what could have been handled internally becomes a complaint of discrimination to the EEOC. Maybe the manager who gets a complaint is involved in the illegal behaviors and tries to bury it. Or, the manager fails to respond for so long the employee quits and sues. Having our service, with us monitoring as your backup, ensures every call is received, every complaint investigated, and it's all done in a fast and efficient manner.

The Just In Time hotline is for Executive and HR leadership to have unlimited access to employment attorneys about any sensitive HR issues (disciplinary actions, terminations, discrimination or harassment claims). The Anonymous Just HR Hotline is for any and all employees to access in order to share concerns or complaints.

Even if you choose the more arduous and costly path to try to train every employee and supervisor on how to recognize and report unlawful harassment and other policy violations, they are not trained experts on what to ask and, more critically, what not to ask. Why go that route when our Hotline solution and 15 minutes of training is the total extent of the investment needed for all of your supervisory staff to be able to effectively respond to complaints.

The only other way you're going to experience an HR Audit is involuntarily. We can enumerate the many methods and regulatory agencies that could compel you to conduct and HR audit. We think it's better to be in control and ensure your audit results are private and allow you to make the necessary improvements and corrections on your timetable.

It's not easy, but it's at your own pace. After a kickoff call you complete the Audit Questionnaire consisting of 225+ questions across all the major dimensions of Human Resources. Then we connect again on a call to help us understand more details and clarify any last items. We then provide a Red-Yellow-Green stoplight report with commentary on findings and go-forward recommendations and host a final debrief meeting to review the final report.

A typical client engagement ends in three concurrent action plans. Internally, the client develops plans on how to protect their strengths (greens) while they also confer on correcting or optimizing their opportunities (yellows). Clients typically engage us in conversations about developing plans around the risks (reds), often retaining us on some level to help close out the most serious ones on the list.