Synchronizing the needs of the TRIAD – Employer, Employee and Human Resources

TRIAD HR Consulting generates practical, unique and realistic resolutions, resolving workplace issues with consistency and fairness.

Training and Speaking

  • What are the Best Practices in Interviewing?
  • Are there better ways to sift through the applicants and hire the best?
  • Performance Needs Improvement or do I discipline?
  • Required Medical Leave? How do I know a Disability? FMLA, ADAAA, HIPAA
  • Pay Overtime? Independent Contractor? Employee Status – FLSA, Overtime, Contractor, Exempt Status
  • How can we improve our ability to retain employees?
  • What can we do to improve what and how we pay our people?
  • Workplace excellence through knowledge – find yours here

Workplace Strategies

  • How can I be sure I am paying correctly to the Marketplace?
  • My employees are comparing to each other, how can I pay fairly throughout the organization?
  • Jobs have different responsibilities and expectations are different, how can we compare?
  • We have had a pay plan and system in place, how can we update it ongoing?
  • Our job/position descriptions are so outdated, how can we be sure they actually reflect duties and are compliant with ADA, Work Comp, and EEO laws?
  • What do we need to do to find out if some of our hourly jobs don’t have to be paid overtime?
  • How do I know whether I am correct in paying someone as a “contractor” therefore no payroll taxes, unemployment, etc. who helps as a “contractor” basis once in a while?

Safeguards

Synchronize the needs of your business to the requirements and guidelines of the myriad of employment laws and guidelines.  This will include:

  • Our Family Medical Leave (FMLA) and Military Leave (MFLA) recent developments, requirements, record keeping options
  • Our job/position descriptions are so outdated, how can we be sure they actually reflect duties and are compliant with ADA, Work Comp, and EEO laws?
  • What do we need to do to find out if some of our hourly jobs don’t have to be paid overtime?
  • How do I know whether I am correct in paying someone as a “contractor” therefore no payroll taxes, unemployment, etc. who helps as a “contractor” basis once in a while?
  • What can we do to be sure we have the best Application and Recruitment process?
  • Are our Position Descriptions up to date with Essential Duties tests and ADAAA?
  • We pay based on what the market demands, is this an issue with Pay Equity Reviews?
  • We review our Employee Policies every 10 years, are we going to be OK in an Audit?
  • We have a sticky issue with an employee and supervisor, is an outsourced investigation an option?

Fair Workplace

For an objective approach to sensitive or complex relationship issues, TRIAD provides a qualified, experienced resources, using a factual approach.

  • Harassment
  • Retaliation
  • Discrimination
  • Consistent treatment
  • Performance Issues

We work with Public Employers, Not-for-Profit businesses, and Small-to-Medium sized companies

Contact Us Today

dorothy@triadhrconsulting.com
Phone:  512-734-0103
P.O. Box 308

Lampasas, TX 76550

 

OUR GOAL IS TO GENERATE PRACTICAL, UNIQUE AND FAIR RESOLUTIONS TO EMPLOYEE AND EMPLOYER ISSUES