Frequently Asked Questions

We do offer an HRIS software platform to our clients which includes recruiting and applicant tracking, document storage, time tracking and time off management, payroll and benefits, and performance management. We also work with a variety of HRIS providers and can recommend a solution based on your organization’s size, budget and specific requirements. If you already have an HRIS in place, we can work with your vendor to optimize its usage, ensuring it aligns with your HR goals.

Yes! As soon as you hire your first employee, you become subject to federal and state employment laws including the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, and Worker’s Compensation. In addition, depending upon the state in which your business is located, there may be additional state employment requirements such as required trainings, recordkeeping, and specific wage or overtime rules.

Yes! An employee handbook provides clarification and guidance to your employees on the expectations you have for them. This includes policies on attendance, dress code, workplace conduct, and performance expectations. Your handbook also provides legal protection and compliance. A well-written handbook will comply with federal, state, and local (if applicable) laws. Your handbook should address key areas such as anti-discrimination policies, harassment, wage and pay frequency, safety guidelines, and time off policies. The employee handbook is the deciding factor if there is ambiguity or question surrounding a particular issue.

Absolutely! Our team is equipped with all the necessary tools for remote consultation and support and will work with your designated company representative to ensure your company is fully supported in all HR functions!

We have a designated compliance officer on staff to assist with the security and protection of sensitive information. We take proper measures in access controls, encryption of data (including email), perform regular security audits, and deploy firewall and anti-malware protection programs.

Yes. Receiving notice of an employment investigation whether it be from the Department of Labor, OSHA, the EEOC or an attorney representing a current or former employee, can be overwhelming. We can assist you throughout the investigation process.