Compliance programs are provided by Notz HR.
Human resources (HR) compliance is essential for any organization to be successful in today’s legal environment. But achieving and maintaining compliance can be elusive goals for organizations that do not recognize the challenges and develop an effective strategy to meet them.
Most organizations do not realize that they must implement and have in place several state and federal mandated policies and procedures. These include mandated sexual harassment training for all supervisors and employees. Notice(s) clearly defined posted and/or provided to the employee including information about the rights afforded to the employee under the Family Medical Leave Act, American’s with Disabilities Act, Military Status, Connecticut Sick Leave Laws, Sexual Harassment, Hostile Work Environment, etc. Is your company safe-guarded from discrimination claims and fair labor standard violations?
HR compliance should be treated as a process of defining both individual and group behaviors to ensure the organization’s applicable laws and policies are followed. The HR function must be experienced and knowledgeable about HR specific laws and can create policies and procedures in relation to these laws. Just writing policies and procedures and placing them in a repository is not enough. Once established, they must be effectively communicated throughout the organization.
While it is true that an employee handbook is also your #1 defensive tool when it comes to deterring or fighting employment lawsuits, a well written and legally compliant employee handbook is only the first step for your organization because that alone does not obviate the necessity for numerous other HR compliance issues that will arise in any given organization. For instance, responding to employer/employee relations goes so much further from responding to employee complaints, providing a conduit for employees for being heard by management, investigating those complaints, knowing what to do and how to handle those complaints if they happen to be complaints of discrimination. Are you prepared and knowledgeable on how to respond to requests of medical leaves or disability accommodations? Do you know what the law says about how your organization “must” respond? Are you prepared to avoid discrimination claims when you terminate and/or lay off employees? How do you avoid paying unemployment claims? Are your employees properly classified under FLSA laws? Last but not least, are you prepared to defend against the possibility of employment law related litigation?
Notz|HR specializes in:
- Creating Employee Handbooks tailored to YOUR business that set forth sound and uniform policies and procedures.
- Ensuring that your Employee Handbooks are in compliance with State and Federal laws.
- Providing your employees with the “Mandatory” State of Connecticut Sexual Harassment training courses.
- Coaching managers and employees on how to handle employee relations issues to avoid escalation and legal impacts on your business
- Advising on how to handle and document corrective action plans and disciplinary actions
- Investigating, obtaining statements, and making recommendations for further action
- Reviewing and advising on Family Medical Leave issues in accordance with state law.
- Reviewing and advising on requests for accommodations by disabled employees to ensure legal compliance.
- Representing your business at Unemployment hearings.
- Representing your business against discrimination claims filed by your employees with the Commission on Human Rights & Opportunities and/or Equal Employment Opportunity Commission.
- Assisting your business in dealing with employees who are injured on the job, filing of workers’ compensation claims and representation at the Workers’ Compensation Commission.
- Ensuring personnel and medical file (HIPPA) compliance.
- All other employee/employer relations that may arise.
Notz|Hr systematically limits liability by effectively implementing legally compliant policies and procedures, handling difficult interactions like conflict resolution, disciplinary and corrective actions, employee counseling and terminations.
These services and many more are available to your organization through Mica Notz of Notz HR. She is not only degreed in Human Resources, but she is a seasoned Employment Law Paralegal who has represented thousands of administrative employment law related claims over the last twenty-five years. She worked in the area of workers’ compensation for eight (8) years and she is also a Connecticut Department of Labor Unemployment Representative. She knows what your organization needs from a Human Resources aspect, to stay out of the litigation arena.