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HR Services from Consultation to Implementation

From hiring to training, to managing, to career transitions, we can help your company navigate every area of today's increasingly complex Human Resources landscape. Whether you're hiring new talent, developing leaders, or managing HR compliance issues, Employers Council will help you pair everyday efficiencies with long-term strategies regarding your Human Resources. You'll receive advice regarding HR tools and best practices specific to your company's needs. Our team can provide the specialized knowledge and expertise you need so you can start to focus on the core of your business.

Become a Member to Access Our HR Solutions


HR Audits a​nd Asse​ssments 

Employment laws are constantly changing and the​​ fines related to non-compliance can add up quickly, often costing non-compliant companies millions of dollars. Performing an HR audit or assessment is an easy way to make sure your company is compliant with the latest employment laws, saving you troublesome fees in the long term. Learn more about HR audits and assessments.

A successful HR audit begins with your company's mission and vision. Your audit should align with the current goals of the company. Next, you will collect as much information as you're able, such as: all policies, procedures, job descriptions, values, employee handbook, forms, and so on. Is this information being put into practice at your company? If inconsistencies are identified, these may be areas where compliance is lacking.

Employers Council can guide you through these extensive and daunting tasks through one of our comprehensive HR audit services. The Half-Day HR Evaluation allows you choose your top three areas of HR compliance and administration concern; we return observations, recommendations, and rationale for how to improve. The HR in a Flash, a do-it-yourself audit, offers the flexibility of a guided internal audit using Employers Council's online materials, plus a few hours with an HR professional staffing consultant to learn about the audit topics while learning what requires attention.

Employers Council's HR audits will provide the following:

  • Highlight specific opportunities by identifying HR strengths and weaknesses
  • Clarify correct practices for areas you have questions and concerns about
  • Prioritize areas of concern with solid rationale
  • Provide clear indication of conformance to current employment-related legal requirements
  • Minimize risks of employment-related legal claims
  • Facilitate organizational learning and overall quality improvement

     

HR Strategy 

​Your HR strategy is more than just a lens to examine your business. It is an essential tool in ensuring your most valuable asset, your people, are closely connected with the overall mission and vision of your company. 

Employers Council can assist your company in creating a strategic plan that keeps your company's goals in mind while uncovering ways to assess your competitive advantage, improve performance, and make strategic hiring choices moving forward.

Learn more about how Employers Council can help you create your HR strategy.

Strategic HR planning answers three fundamental questions:

1. Where are we now? Assess your current strategic position, by viewing the overall knowledge, skill, and abilities of your current workforce, and further clarify your mission, vision, and values, and how that aligns with your human capital.

2. Where are we going? Assess your competitive advantage and describe the goals of your organization and whether the workforce you have is the workforce you need to achieve your goals.

3. How will we get there? Determine what you need to do to get where you need to go. Define your strategic objectives, goals, and action items, and how you will execute and communicate your plan. Make sure that your organization has the team it needs to reach these goals.

Employers Council can assist in the following areas:

  • Staffing and Recruiting
  • Employee Relations
  • Benefit Administration
  • HRIS systems support
  • Record Keeping
  • Compliance
  • Salary and Benefit Audits
  • HRIS audits
  • Garnishments
  • Payroll Processing
  • Benefits Administration


​​​​​​HR Training

Achieve your professional human resources goals with our HR training and certification classes. Employers Council offers a wide variety of classes on human resources topics at our office or yours, taught by our HR consultants. Whatever the topic, your instructor will be a subject-matter expert skilled in providing an engaging learning experience and ready to answer your questions. We also offer various Employer Council certifications upon completing the required classes, which are valued by HR professionals. 

Learn more about Employers Council's various HR training services.​


Recruiting, Hiring and Onboarding

Attracting and hiring qualified candidates can be difficult in today's saturated labor market and hiring surges often require additional personnel. Employers Council's HR professionals will temporarily step in to assist you with recruiting, hiring and orienting new employees. We will help you identify necessary skills and traits in potential candidates so you can make great hires that will last.  

Learn more about Employers Council's recruiting, hiring, and onboarding services.

​Employers Council can assist your company in the following ways:

  • Develop job descriptions and strategies for advertising your listings.
  • Determine and screen for ideal qualifications in potential applicants.
  • Conduct phone interviews.
  • Train those responsible for the interview process in conducting in-depth in-person interviews.
  • Conduct background checks and reference checks.
  • Ensure that the entire hiring process is compliant with employment related Federal and State regulations.

R​ecruiting

  • How to write a job description
    Developing and implementing job descriptions is vital to the success of your company. Not only are job descriptions the foundation of hiring, but they are also key to performance management, learning plans, compensation choices, planning for succession, and legal compliance. Here are some tips to writing a clear and strategic job description:
    • Describe the Position: Your description should include a quick overview of the role and the job responsibilities. This description should be short and easy to read and be no longer than a paragraph. Let the applicant know how this role will be impacting the overall vision and productivity of the company.
    • List the Job Responsibilities: Highlight the essential duties in easy to scan bullet points. Use action words to describe the position so the applicant will be able to better imagine themselves in the role.
    • List Necessary Qualifications and Skills: Use bullet points to describe the qualifications of your ideal candidate. Start by listing out the required skills and qualifications and then move on to the preferred.
    • Make it Easy for the Applicant to Scan: Your description should be thorough and detailed, without boring to the applicant. Stick to information that will be essential to the role.
    • Tell the Applicant Who You Are: Describe the values and culture of your company, along with anything that makes your company stand out. What unique benefits do you offer? What are some fun personality traits among your team members? This is an opportunity for you to sell your company and why someone might want to apply.
  • Recruiting Strategies to Help You Hire Top Talent
    In order to hire top talent, your company needs to use every tool possible to learn about their top candidates and engage and connect with them in strategic and intentional ways. Here are some of the most important recruiting strategies to remember when looking for top talent:
    • Initiate an employee referral program: Your employees know more than anyone else what it’s like to work at your company and the type of talent it takes to thrive. Incentivize your current employees to introduce talent to the company. By having the inside scoop, these candidates will have a more realistic view of your company and what it will be like to work there.
    • Create a dynamic hiring team: While there may only be a few key decision makers in the final hiring decision, more than a few people can be part of the overall hiring process. Collaborative hiring involves building a team of individuals from across the company to be part of the recruiting process. This allows a larger team to have input in the hiring process and gives the candidate a better view of the company culture and the people who create it.
    • Craft a unique social media presence: Social media isn’t just for running ads and posting gifs. It’s also a vital aspect of attracting top talent. Most candidates research a company prior to applying and many of them turn to social media for a real-time perspective of the company. Your social media presence should include some view into what it’s like to work at your company day in and day out.
    • Being a Great Place to Work: This might go without saying, but truly being a great place to work is key to hiring great talent. Does your company have a collaborative work environment that is attractive to applicants? Do you offer training and coaching to your team? Do you promote internally? Advertising all of these important qualities will help you attract the top talent you’re looking for.

Pre-Employm​​ent Screening & Testing

Employee turnover can cost company fortunes, especially when it happens in the short-term due to poor hiring decisions. Employers Council's pre-employme​​nt screening and testing services are user-friendly and advanced, helping you streamline this important step in the hiring process. From background checks, to drug screens, to skill and personality assessments, Employers Council can help you determine the best fit for your company before you hire. Learn more about how Employer's Council can assist you with pre-employment screening and testing.

Hiring

Finding the right candidate for your job can be a challenge, especially in today’s competitive hiring market. One of the most challenging and intimidating aspects of hiring can be the interview process. Conducting a successful interview is hard if you aren’t armed with appropriate questions to ask the candidate. However, the stakes are high when hiring and conducting a good interview is one of the most vital parts of the entire process. Here are some keys observations to make throughout the interview process:

  • Be attentive to how well the candidate can articulate how he or she can positively impact your organization. Take note of any indication of their emotional intelligence. Are they self-aware? Can they read the room?
  • Look for compatibility when it comes to communication and work styles.
  • Evaluate how excited and eager the candidate is to work for your company. This will be a large factor to their success and longevity at the company.

Some of these observations can be made during small talk and simple conversation with the candidate. However, many of these factors can be hard to evaluate until you’ve asked some specific and strategic questions in the interview process. Here are some examples of questions you might ask in the interview related to each key observation:

The following interview questions are helpful in engaging the candidate’s emotional intelligence:

  • “Walk me through your career path leading me up to your current role.”
  • What makes you stand out among your peers?
  • What would your most respected critic say of your strengths, areas for development, and future potential in your field?
  • What unique ways have you contributed to the overall success and goals of your current company?

Ask the following questions to assess compatibility in work and communication styles:

  • How many hours a day do you find it necessary to work in order to be successful in your role?
  • Can you give me an example in which you’ve received constructive criticism in your role?
  • Describe the pace at which you work…
  • How much daily structure and feedback do you generally prefer?
  • When making decisions, do you ask for permission or forgiveness?

Ask the following questions to access the potential hire’s desire to work for you:

  • Why would you want to work here?
  • From your research, what stands out about our organization?
  • How would this role with our company provide a link to your future career progression?
  • What is your five year plan?

Compliance in job interviews
When interviewing potential candidates, it’s important to understand what you can and can’t ask. While personal information about the candidate might come up, the interviewer should never ask a question that might force the candidate to reveal such information. Stay compliant by avoiding the following topics:

  • Religion
  • Pregnancy, medical conditions, or disabilities
  • Politics
  • Race/ethnicity
  • Age
  • Marital status/ children
  • Personal finances
  • Lifestyle choices, such as smoking or drinking
  • Sexuality

Onboar​​ding

Each new hire should go through extensive, engaging, and thoughtful onboarding and orientation processes. There is often confusion regarding the difference between onboarding and orientation. Orientation is a one-time event welcoming a new hire to your organization. While onboarding is a series of events, which includes orientation, that teaches the new hire how to be successful in their role, how their job contributes to the overall goals of the company, and acquaint them with the team as a whole.

Building a thorough and thoughtful onboarding program is key to the success of your new hire and your company as a whole. If you haven’t evaluated your onboarding program recently, you might consider asking your newer employees for feedback on their recent experiences. If you find your program was lacking, consider taking these steps towards a more effective onboarding program:

1. The onboarding process begins before day one -- There are few things more intimidating than your first day at a new job. Help your new employee feel like you are anticipating their first day along with them. This means you shouldn’t be silent between when the offer letter is signed and their first day. Recruit various team members to send them welcome emails telling the hire how excited they are, send important information on their first day/week, give them tips on where to park, what to wear, and any lunch plans, if relevant.

2. Break up the information in the weeks after the employee begins -- Unlike orientation, onboarding is a timely process of slowly introducing your new hire into the rhythm of your organization. However, this daunting task doesn’t need to solely rest on your HR department. Consider asking your more enthusiastic and welcoming employees to play roles in your onboarding process.

3. Ensure the new hire’s desk or workstation is prepared for them and that their supervision/mentor is prepared to greet them on the first day.

4. Spend time introducing your new hire to key people in the workplace to give them a sense of belonging. This will hopefully solidify their decision to accept this role.

5. Provide a training schedule and orientation checklist so that the employer and employee know what information will be included during the onboarding process.

6. Finally, have a system for gathering feedback regarding the onboarding process within the new employees first 30-60 days of work. ​

Firing

Firing an employee can be an intimidating, but often necessary task. It’s important to remain legally compliant throughout termination. Prior to firing an employee, take time to understand both yours and your employee’s rights during the process.

Regardless of why an employee is being terminated, they have express rights throughout the process. Here are some important items to consider in order to stay compliant:

1. Termination Notice - Nearly every state within the U.S. has "employment-at-will," protecting employers from illegal termination claims. Under this protection, an employer can legally terminate an employee for any reason, aside from discrimination or if the termination violates the employment contract.

2. Unemployment Benefits - Generally, employees who are terminated through no fault of their own are eligible for unemployment benefits. Take note of what your state says on the topic.

3. Final Pay - Each state has unique laws regarding final pay distribution. Be sure to understand your specific state’s laws regarding final pay.

4. Health Insurance - Based on The Consolidated Omnibus Budget Reconciliation Act, commonly referred to as COBRA, an employer must continue to offer health insurance to terminated employees, depending on the length of employment. However, the employee might be responsible for paying for the full amount of the premium to continue coverage.

5. Discrimination - Based on Equal Employment Opportunity (EEO) laws, an employer cannot terminate an employee based on gender, race, religion, sexual orientation or age. Termination based on discrimination is unlawful and the employer may face formal government charges.

Employers also have rights during the termination process and it’s important to take the steps necessary to understand and protect those rights. It’s also important to be aware of certain legal implications that can arise when firing an employee.

As an at-will employer, you are legally able to terminate employees for any reason (or lack of reason), however, in the face of legal claims, employers will find it easier to defend terminations when supported by legitimate business reasons. Some of these reasons could include issues with the employee’s work ethic, misconduct, reorganization at the company, or downsizing due to financial reasons.

Here are a few questions to ask yourself before terminating an employee:

  • Is the termination fair based on the employee’s misconduct?
  • Does the employee have a reasonable explanation for their misconduct?
  • Is the termination inconsistent with previous actions towards the employee?
  • Are there more fitting disciplinary alternatives to termination?
  • Have I gone through the necessary pre-termination procedures as outlined in the employee’s contract?
  • Is this discipline consistent with past discipline towards other employees?

Here are some items to consider following termination that will reduce the likelihood of any legal issues arising:

  • Be sure to follow any post-termination procedures necessary by law or outlined in your employee contract.
  • Respect the feelings and emotions of the employee and ensure they feel respected throughout the process.
  • Respect the privacy of the employee by only sharing the details of his or her termination with necessary individuals.
  • Be honest with the employee regarding the reasons for his or her termination and stay consistent with your reasoning throughout the process.
  • Have the employee sign a release of claims, especially if any severance or benefits are to be paid to the employee based on the law or as expressed in their contract.
  • Maintain appropriate documentation regarding the employee’s relevant misconduct.
  • Depending on the circumstances of their termination, offer to help the employee find other work or to write a letter of recommendation.

For more information regarding the firing process, visit our blog.


Succession Planning

​Succession planning is key to the long-term success of your organization. Not only does it pave the way for your growth as a company, succession planning also demonstrates to your team that you are committed to their growth. This impacts the overall satisfaction and productivity of your team. Successful succession planning enables you to recruit top talent, develop their knowledge and skill sets and prepare them for strategic growth within your organization.

Partner with Employers Council to develop an in-depth succession plan specific to the needs and goals of your company. Learn more today.

HR Resources: From Employee Handbooks to Vacation Request Forms 

Labor Law Posters

Federal and state agencies are constantly changing the required labor law posters, often without notifying individual business. It is important that your company stays up-to-date and compliant regarding labor law posters.

Simplify your HR Compliance with Employers Council Employment Law Poster service. Employers Council will automatically send you the labor law posters based on the new mandatory update.Learn more today!

Employee Handbooks

It is important that your employee handbooks are well-written and legally compliant. This is a necessary step in developing a positive employee culture and in protecting your organization from employment law challenges. However, this can often be a daunting task to handle alone.

Through sample handbooks, our Employee Handbook Planning Guide, and access to a staff of helpful HR professionals, Employers Council can provide all of the tools you need to write a thorough and legally compliant handbook for your organization.

Download these helpful tips for writing an employee handbook today!

Experts​ on demand

Your membership with Employers Council will transform your HR process and allow you to focus on the core of your business. You'll receive access to a dedicated HR and legal professional for on-demand help, a vast team of attorneys and HR consultants, trainings and certifications, and much more.

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We serve employers of all sizes by responding to requests for assistance with timely, considered advice and providing all the tools necessary to attract, hire, train, and retain the best possible workforce.

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Who We Are

Employers Council is more than 200 legal and HR professionals with experience and expertise in every facet of human resources and employment law. We are easily accessible and well equipped to address your issues.

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