You read the title, now you’re reading this sentence. Yep, you probably need an HR consultant.
But let’s be sure. Ask yourself these four questions:
1. Do you pay at least one person as an employee through payroll? (I’m going with the answer of “yes,” since you’re reading this article.)
Having an employee on payroll means you’re in the business of hiring and firing. No sugar coating here, this is one of the highest risk HR areas you have as an employer. In case you don’t believe me, here are just a few things that can go wrong when you hire and fire: An unfair hiring practice charge. A charge for violating the Fair Labor Standards Act by mis-classifying your employees. A tax burden for incorrectly calculating payroll taxes. A hostile work environment charge. A Wage and Hour Claim for not paying overtime correctly.
Don’t panic. And don’t fire that poor employee. Let’s work together to put policies and practices in place that minimize risk for yourself, your company, and your employees.
2. Do you have 10 or more full or part-time employees? If yes is your answer here, keep reading.
Ten or more employees means it’s time to take HR seriously. Legal requirements are no joking matter. Do you have the required postings in your worksite? Have you developed policies and procedures around anti-harassment and discrimination? Are your employees trained on Standards of Conduct? If these questions made your head spin, just wait, I have more. An HR consultant is a great fit for your situation. Let’s work together and build a solid human resources foundation.
3. Do you now, or in the future, intend to hire independent contractors? Read this one even if your answer is no, just in case.
Independent contractors are a great way to obtain expertise for a short period of time without hiring an employee. But did you know that there are legal guidelines around what constitutes an independent contractor? Do your independent contractors legally qualify? I’m able to help quickly assess any current or future contracts to help ensure that they meet the criteria. If they don’t, I’ll help strategize alternative solutions.
4. Do you have an employee handbook? Read on if you answer no. This also applies if you answer yes but haven’t updated your handbook since Clinton was President.
You’re not alone. Many companies don’t, and it’s not because they don’t want to, it’s because the daunting thought of writing that first word on a blank piece of paper tends to make grown men cry. No more fear. We can strategize about what’s important to you and your employees and put together a document that is useful, makes sense, and gives you cover for the decisions you make.
I help my clients stop worrying and get back to business. I do that by working together to build a HR strategy based on the law, best practices, organizational culture, and goals — all done with the overall intent of minimizing risk.
So, if a human resources consultant sounds like a fit for your organization, please reach out today.
www.hranyday.com | 541-233-7815 | firstname.lastname@example.org