Knowing the Human Resource Rules, laws and acts such as the Fair Labor Standards Act (FLSA), OSHA, sexual harassment, anti-discrimination laws, and more are just one way We Keep HR Simple! It is our job to know the rules so we can protect you, our customers.
As your business grows so do the laws that govern the employer-employee relationship. Our Goal is to grow with your company and add in the new compliances as dictated by State and Federal government. Covering a vast field of functions for your business such as hiring, benefits, compensation, compliance with employment laws, employee relations (discipline and performance management), training and development. We are here to support all your business needs. We Keep HR Simple!
Employers are encouraged to train their HR staff by providing customized, skills-based training programs that produce sustainable change. With over 120 years of HR experience SWHRC have equipped HR staff, managers, leaders and support professionals with the strategies, tools, and approaches to address Human Resource challenges.
Training and Development is a must when making sure your business and employees are up to date with the latest Rules and Regulations. Classes can be offered one on one or company-wide basis. We personalize each course to fit your business needs. We Keep HR Simple!
Employee relations programs are not a one-size-fits-all solution and need a professional to determine what’s important for your Company. Employee relations programs can take many forms and vary by several factors, including industry, state mandates, company size, and even personal leadership philosophies. Southwestern Human Resources Consulting, works with over 26 Industries in over 18 States to create individual Employee relations programs. We keep HR Simple!
- Affirmative Action Plans
- Harassment & Discrimination
- Comprehensive HR Audits
- Diversity, Equity & Inclusion Support
- Documentation & Records Control
- Employee File Compliance
- Federal, State & Industry Specific Employment Law
- FMLA Administration
- Professional Insurances
- HRIS Buildout & Management
- I-9 Compliance
- Labor Posters
- Labor Relations/Union Support
- Office Safety Plans/Fire Safety Plans
- Unemployment Claims Administration
- Workman’s Compensation
- Employee’s Responsibilities & Rights
What questions should I ask in an interview?
The type of interview (panel, 1:1, etc.) and the type of questions (behavioral, skills-based, etc.) varies greatly depending on what industry you are in and what type of position in which you are hiring. You do want to be consistent in your approach and ensure that you are asking all candidates the same set of questions. There are also questions that you should NOT ask, such as “are you pregnant” or “what race are you” or “where do you go to church”.
I want to terminate an employee, what is the best approach?
Call us! We provide advisement, we help draft the termination notice, and we can even be present when you deliver the news to help make an unpleasant situation as smooth as possible.
What new hire paperwork do my new employees need to complete?
This can vary by company but you definitely need to make sure your new hire is completing a Form I-9 and a W4. Other common new hire forms include a handbook or policy acknowledgment form, direct deposit form, emergency contact form, etc.
How often should policies be reviewed and updated?
We recommend at least an annual because laws and regulations change frequently.
- Anti-Harassment & Anti-Discrimination
- Crash Course in Human Resources
- Customer Service
- Employee Focus Groups
- New Managers Training
- Performance Management Training
What type of training is available?
We offer a variety of training opportunities and we can help customize a program for your specific business needs.
- Assessments (DISC)/Team Building/Communication Sessions
- Compensation Strategies
- Corrective Action
- Employee Handbook
- Employee Relations
- Employee Surveys
- Evaluations/Performance Reviews
- Exit Interviews
- Hiring, Selection, and Retention
- Performance Reviews
- Dealing with Discipline & Terminations
- Job Descriptions
- Management Coaching
- New Employee Orientation
- Performance Management
- Policies & Procedures
- Position Classifications
- Recognition Programs
- Recruitment & Hiring
- Manager’s Responsibilities & Requirements
- Background Checks
- Random Drug Screening
- Benefit Development & Compliance
- Health Insurance Portability & Accountability Act
Can you help me with hiring?
Absolutely! We are not a recruiting firm, so we do not have a candidate pool standing by, but we do support clients with job postings and interviews, to hire right the first time and new hire paperwork and onboarding.
A friend gave me a copy of her company handbook, can I just use that?
While some policies in your friend’s handbook may be pertinent to your organization, some policies may not apply to you. For example, your friends’ company might have a policy on Family Medical Leave but if you own a small company, this probably doesn’t apply to you. Employment law and HR best practices change often and your friend’s handbook may not be up-to-date. We recommend having an HR Professional assist you in developing a handbook specifically for your organization. Also, keep in mind that outdated handbooks and policies can be harmful to an organization so it is critical that your HR Consultant reviews your handbook on a regular basis.
What benefits should I offer my employees?
Depending on the size of your company or if your company is governed by any contracts, you may be required to provide certain benefits to your employees. Even if you are not required to do so, offering benefits to employees can increase morale and help you attract and maintain talented employees. Benefit packages vary greatly but some common ones include medical, dental, vision, retirement, such as a 401K plan, paid time off, and paid holidays. Other popular benefits to consider include long term disability, short term disability, tuition reimbursement, wellness benefits, etc. Although we are not benefit brokers, we do have a robust knowledge of benefits and would be happy to discuss this with you.
Do we need job descriptions?
We recommend having job descriptions because they detail in writing what tasks and duties the employee is responsible for and play a key role in the performance management process. Job descriptions also articulate specific skills or physical requirements that may be required of the job. Job descriptions are also the foundation of job postings which help ensure you are attracting qualified candidates for your job vacancies.
How often should I do performance evaluations?
Employees are the most expensive and most valuable asset of an organization, and employee’s need constant development and measurable feedback in order to perform at the highest levels. Performance management plays a critical role in ensuring that employees are in alignment with strategic and operational goals. Performance management, when orchestrated properly, can have a direct impact on the financial success of a company by reducing costs, increasing sales, and increasing operational efficiency. When employees feel aligned with the organizational mission, they will work harder and more effectively.
Performance management can increase employee engagement and also lays the groundwork as a factual basis for employee promotions, merit increases, etc. Performance management also establishes specific job performance expectations which allow an employer to substantiate corrective action if an employee is not meeting performance standards.
Performance management is a wide-ranging subject matter, and your HR Consultant can assist you in developing a program that meets the needs of your specific company. Performance management can include topics such as performance appraisals, incentive plans, professional development programs, strategic planning, and employee development.