HR Consulting

Compliance

Avoid costly lawsuits and fines by staying current on HR compliance

Take a quick glance around your workplace — what do you see? Dedicated team members working extra hours to finish a project? A job applicant hoping to get his or her foot in the door? New benefit brochures being distributed before open enrollment begins, and posters in the break room detailing minimum wage, paid leave and OSHA safety requirements?

All of these situations have one thing in common—they’re subject to ever-changing laws and regulations affecting how you handle them. If you miss one update or new piece of legislation, the ramifications can hit your company’s wallet and reputation.

HR compliance consultants, however, keep track of laws and regulations for you and bring any changes to your attention. It’s our job to monitor the human resources landscape and see how it affects your organization. So you can avoid costly penalties and lawsuits—and your time is free to devote to your employees and your business at hand.

At James Moore we offer a wide variety of services to keep you compliant:

HR operations assessment/gap analysis
HR compliance assistance
HR forms, templates and required posters
Wages and hours compliance
Drug/alcohol policy development and supervisor training
Position description development
Unemployment compensation management
Safety manual development and training

FMLA management assistance
Workers compensation administration
EEO-1 reporting
Affirmative action plan development
Health care reform monitoring
Employee vs. independent contractor
FLSA exemption recommendation
Records management and retention

Do you actually know what you don’t know?

Sometimes you have needs in areas you don’t know about. And that’s often where HR consulting HR compliance starts.
Whatever your question is, there’s likely an aspect we can tackle with you on your quest for excellence!

Compliance

Top Compliance Issues

Should my independent contractors really be employees?
Do my offer letters have all necessary language?
Are we completing I-9s correctly? What if my new hire lives in a different location?

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