HR Day-to-Day Practices

~HR Day to Day~

Your access to a full outsource service

Alternatively, as internal resources maybe scarce, you may wish to outsource your entire HR Department. We offer a full HR service of the highest standard – one you would be proud to call your own.
This may be a combination of E-HR Essentials, E-HR People, HR Consultancy and the service below or just E-HR Day to Day on its own. Our services are fully customizable to your individual requirements.
In addition we are able to offer on a standalone basis the valuable Employment Tribunal protection insurance policy, covering preparation and legal costs and any compensation payable.

Features:

Your own qualified HR Expert on hand to provide help and guidance

• We provide you with an account manager, who will be on hand to answer any HR related questions from maternity leave requirements to Legal queries.

• They will produce employment related letters and manage change for you as required.

On-boarding

We will:

• Issue the offer letter, contracts of employment and company handbook

• Advise your benefits suppliers (pension, PMI, PHI etc) of the new employee

• Update Staffcare as required

• Check Right to Work documents
Monthly

• Record and report on absences and holidays, advise payroll

• Record and send overtime payments to payroll

• Keep updated the employees staff file with addresses etc, advise payroll

• Manage salary sacrifices, advise payroll

As required:

• Complete the levers processes for employees exiting the business

• Organize Training & Development activities

• Ensure fixed term contracts are terminated appropriately

• Organize the annual employee benefit renewal process

E-HR Essentials, E-HR People and E-HR Consultancy

• Discounted rates apply for Day to Day clients
Benefits to you

o You can rely on us to do what’s necessary, leaving you to do what you do best – running your business.

On demand access to world class advice and consultancy on employee issues
One area that can be a constant challenge is ensuring employees meet the standards. We are able to offer experienced consultants to provide pragmatic and legal advice or to handle for you all of the legal and company processes.

Reducing absence to manageable levels
We are able to introduce a proven processes (often using ‘trigger points’), customized to fit your company, to get the absent employee back to work and train your managers in the skills necessary to handle the difficult conversations required to achieve this (or handle it on your behalf).

Managing the poor performers

No business can afford to carry poor performers. They need to buck up or ship out. We are able to introduce a proven process, customized to fit your company, to get the poor performer back on track and train your managers in the skills necessary to handle the difficult conversations required to achieve this (or handle it on your behalf).

Appraisals

Ensure your employees are focused on working towards your company’s goals, not against it. We have significant experience in the design and implementation of appraisal processes. We can ensure your current process is as effective as possible or start from a clean sheet of paper.

Let's talk
April D. Halliburton
All-4-HR & Business Solutions
formerly HalliburtonSupportsU
aprilh@halliburtonsupportsu.com
visit us on the web: www.halliburtonsupportsu.com

Common Mistakes made by small business owners: Ignoring sexual harassment allegations

Sexual harassment is a form of sexual discrimination that is prohibited in the workplace by the Civil Rights Act of 1964. It does not HAVE to include physical contact.

Must the victim have succumbed to sexual advances? No.

All company employees play a significant role in carrying out the company’s sexual harassment policy. Sexual harassment training is KEY to sexual harassment prevention. The company MUST establish its position of intolerance of sexual harassment.

Despite the rise in the number of sexual harassment lawsuits, sexual harassment is still very prevalent. Sexual harassment is STILL ignored, “swept under the rug”, and many employers refuse to take allegations seriously. EVERY sexual harassment allegation MUST be investigated.

• Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual's employment,

• Submission to or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual, or

• Such conduct has the purpose or effect of unreasonably interfering with an
individual's work performance or creating an intimidating, hostile or
offensive working environment.

Currently, the following actions are recognized by the Courts as sexual harassment:

• Sexual remarks
• Unwanted physical contact
• Suggestive looks
• Cartoons or other graphics or text of a sexual nature
• In appropriate invitations
• Pressure for dates
• Wolf whistles
• Sexual innuendo
• Using sexist titles
• If the conduct would bother a reasonable person, then it is sexual
harassment.

Section 703(a)(1) of Title VII, 42 U.S.C. § 2000e-2(a)

Sexual harassment is prohibited in the workplace by the Civil Rights Act of 1964. Additional rules have been published by the Equal Employment Opportunity Commission. In 1986, the courts decided that sexual harassment is a form of sexual discrimination. In 1991, a provision was added to the Civil Rights Act that allowed women to sue for compensatory damages for sexual harassment.

Contact aprilh@halliburtonsupportsu.com All-4-HR & Business Solutions conducts Sexual Harassment Training.