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- Our job/position descriptions are so outdated, how can we be sure they actually reflect duties and are compliant with ADA, Work Comp, and EEO laws?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- Our job/position descriptions are so outdated, how can we be sure they actually reflect duties and are compliant with ADA, Work Comp, and EEO laws?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
