About Hr Counselors, Inc.
HR Counselors, Inc. provides a broad range of Human Resource services and training programs to help clients develop integrated HR programs, design effective compensation and benefits plans, ensure legal compliance, and develop their employees. Richard Bell brings over 25 years of human resources management experience to HR Counselors, Inc. Throughout his career he has designed and managed strategic HR programs in compensation, benefits, EEO, employee development, administration, etc. Effectiveness, cost, legal compliance and ease of administration are designed into every program.
Human Resources Checklist |
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| Yes | No | Does your Company: |
| Consistently hire good employees | ||
| Provide ongoing sexual harassment training | ||
| Provide supervisors and managers with training in the basics of employment law | ||
| Have an employee handbook that has been revised within the last three years | ||
| Have a working knowledge of the major federal and state employment laws | ||
| Know what kind of Equal Employment Opportunity cases are most frequent | ||
| Know its current Equal Employment Opportunity risk | ||
| Know what employment records must be kept and where | ||
| Know what reports are required to comply with employment laws | ||
| Conduct an annual audit of its Human Resources forms and practices | ||
| Ensure the Human Resources support staff is properly trained | ||
| Have pay and benefits programs that support the Company’s business strategies | ||
| Require high level review of all terminations before final decisions are made | ||
| Have acceptable turnover | ||
| Have productive employees | ||
| Have absenteeism and tardiness under control | ||
| Have an effective performance appraisal program | ||
| Have an effective new employee orientation program | ||
| Conduct exit interviews with resigning employees | ||
| Know what employees think about the Company | ||
| Apply consistent discipline | ||
| Have a thorough understanding of the overtime pay requirements | ||
| Know the consequences of improperly classifying a “salaried employee” | ||
| Follow the IRS requirements for classifying someone as an independent contractor | ||