You didn't go into business to be an employer. You also didn't realize how much of your time would be spent doing the business of being an employer.
HR is complex. It's cumbersome, time consuming, and even downright painful. And getting it wrong could very easily put any small business out of business. Let HerrinHR help mitigate those risks and reduce your liability by reviewing your company's current policies, practices, and training programs to ensure you're compliant with the myriad federal, state, and local laws and regulations that govern the employer-employee relationship.
Even if you don't currently have formal policies, haven't had the time to write down your processes or procedures, or don't even know what you need - we can help. HerrinHR can review what you've already got in place or build your HR department from the ground up.
The Department of Labor, Workforce Commission, and about a dozen other agencies can show up at your door to audit your employment records at any time and often without cause or notice. Mock Audit services from HerrinHR can identify gaps, inconsistencies, and violations of record keeping rules and regulations so you can get things in order - before the government comes knocking.
This is something all employers are familiar with - we do it with every new employee. But even if you've done it 1000 times and feel confident you know how to fill out a form correctly, chances are you've got a problem somewhere. Most employers do.
That's because everything from how and where you store your I-9s to the date format you probably use out of habit can get you in trouble. Every stroke of a pen against an I-9 is proscribed by law.
Pop quiz! What should not be stored in your employees’ personnel files? For that matter, what should be? The answer isn’t always clear.
If you document everything and keep comprehensive files containing all the documentation you’ve accumulated in one place that’s easy to get to, easy to navigate, and well organized - you need to give us a call. You’re doing it wrong.
Are your internal HR practices, processes, and procedure written down? Are they written down correctly? How long ago were they written down?
Let's take a look and see how you would fair in the event your HR operations came under regulatory scrutiny.
The federal, state, and local regulatory landscape is forever changing. And your only choice is to keep up. Let's make sure you stay on top of every law, rule, regulation, or best practice that applies to your small business, your industry, and your employees.
When is the last time you updated your labor law posters and other required employee-notices?
We can review your labor law posters to ensure they're current, complete, and compliant and posted in all the right places.
If something's out of date, we'll update it. If you're missing something, we'll get it for you. If something's in the wrong place, we'll move it.
New state and local leave and PTO laws are popping up all over the country - even in states like Texas.
Have you been keeping up with PTO, family and medical leave, and sick time laws in every city, state, and county you do business? We have.
HerrinHR can help you develop time-off policies that comply with all the right laws or let you know you've got nothing to worry about.
Are you familiar with state and local minimum wage laws everywhere you have employees? How about breaks and lunches? (Yeah, that can all vary by city.)
Did you know the FLSA is changing and your employees will now have to pass new tests to qualify for non-exempt (salaried) pay status?
This is fun for us (we're weird, we've accepted that) so let's nerd out and make sure you're in compliance.
As an employer, you have an obligation to investigate all claims of misconduct. And if you aren't familiar with all of the laws, rules, regulations, and best practices relevant to conduct a thorough, complete, effective, and compliant investigation, you could unknowingly increase your risk of exposure to fines, penalties, and civil litigation.
HerrinHR can assist your in-house HR team in an advisory capacity as they conduct any kind of HR investigation. We can also review the results of your team's completed investigation and provide feedback, second opinions, and expert advice regarding your next steps, or conduct the investigation on your behalf.
Even if you have a fully capable in-house HR department, there will still be times when removing yourself from the equation is in your best interest.
Particularly sensitive or delicate situations are often better handled by a neutral, unbiased third party. When that happens, HerrinHR is here to help.
Did you know managers, business owners, and many others can be held personally liable for sexual harassment by others?
Just because you don't discriminate in your employment practices doesn't mean you have nothing to worry about.
Has an employee filed a complaint or even just raised concerns that the way her colleagues behave makes her feel unsafe?
Even if you think it can't happen to you - it can. No one ever sees it coming. And that means most are unprepared when it comes.
Nobody likes a bully. So when someone claims they've encountered one at work, you need it to take it seriously.
Retaliation takes many forms. And just because you don't agree that something is retaliatory, doesn't mean the law will agree.