When an employee problem, crisis, or conflict arises, HR Solutions: On-Call has the answers to keep you in compliance with the law and help you avoid costly mistakes.
HR Solutions: On-Call provides small businesses (of under 100 employees) with timely access to a team of professionals that have expertise managing diverse HR-related issues. HR Solutions: On-Call offers several levels of service to meet the needs and budget of your organization.
For businesses with under 100 employees . . . Visit HR Solutions: On-Call
For businesses with over 100 employees . . . Return to LMAG
The HR Solutions On-Call program is designed for small businesses whose executives recognize the need to procure professional HR services for their companies.
During the first six months of 2010 the Department of Labor filed 3200 Fair Labor Standards Act (FLSA) cases. FLSA cases typically revolve around employers miss-classifying employees as salaried rather than hourly. This results in the employee being ineligible for overtime payments. During the years 2006 through 2009, the Department of Labor filed 3,000 FLSA cases. This indicates that the Department of Labor is proactively stepping up its efforts to prosecute business owners and operators.
The typical case involving sexual harassment or workers comp or the like tends to be very expensive in dollars and management time. When you consider lawyer’s fees, court costs, settlement costs, and agency issued fines, the actual costs of any of the above could result in expenditures North of $250,000. Adding to this figure is the time lost to productivity in answering questions and charges is significant. It is not unusual for the typical company of 30 or more employees to experience an incident every other year.
It is also typical for the average employee group to contain a subgroup of 25 percent who could be labeled engaged. This group is the core group of employees that can always be counted on to perform and produce. That same average employee group will contain a subgroup of 15 percent who could be labeled as disengaged. This is the group of people who is working against management. The balance (60 percent) of that employ workgroup will neither be engaged nor disengaged—but could go either way depending upon who is pushing or pulling. This information comes from the Gallagher organization as of September 2010.