We customize your handbook down to tone and word choice and ensure it is legally compliant in all the states in which you have employees. And, we make sure you are not complying with laws that do not apply to your company. No boilerplate here. Call us before you “Google it” or “borrow” another companies handbook.

The area of employee compensation has become highly charged the last few years and is considered a high- risk area for employers. New laws, regulations, and social media have changed how employers need to approach employee pay. Did you know in many states it is illegal to ask an applicant about pay history? Did you know that in many states you can no longer prohibit employees from discussing their pay with others or posting it on social media? Pay inequality between men and women has led to litigation and tarnished employers publicly. We conduct compensation studies that not only benchmark your current talent markets but identify areas of potential pay inequity.

We help you draft position statements, gather documentation, and prepare you for hearings with NERC, EEOC, DOL, and unemployment.

We work with you to establish competitive benefit offerings to attract and retain talent and become known as an employer of choice in the marketplace. We are well versed in a variety of benefit trends that account for multi-generational workforces where a benefit plan is no longer one size fits all. Through a variety of benefit designs and perk policies, we work with you to establish a comprehensive benefit program that is budget-friendly and will have employees knocking on your door.

May also be referred to as employee satisfaction surveys or pulse surveys, help employers to measure potential engagement and retention issues surrounding pay, benefits, promotional opportunities, training and professional development, work environment, and managers. Surveys are designed to your unique company and culture, analysis of results and focus groups held to discuss areas identified as concerns by employees. Suggestions are solicited for improvement and an action plan developed for implementation.

We have templates from employment applications to disciplinary notices, but we aren’t a fan of boilerplate documents where we “insert name here.” Why? At Prism HR we customize forms for your needs, ensure they accurately reflect your company culture, and that all forms and templates are legally compliant for federal and state law in which you are operating. Call us, don’t Google it!

An HR review is usually the first step in working with a new client or a stand-alone service for employers who wish to benchmark current practices and their level of compliance with applicable law. The HR review identifies HR areas that are out of compliance or could be improved with the implementation of HR best practices. The HR review covers all facets of human resources including I-9 compliance, personnel file setup, required forms and documents, review of employment agreements, employee classifications, job descriptions, benefit plan offerings, compensation studies to determine internal and external pay equity, review of performance management systems, employee relation concerns, technology and payroll systems, and HR processes.

We conduct job analyses, write legally defensible job descriptions, ensure compliance with the Americans with Disabilities Act (ADA), conduct a Fair Labor Standards Act (FLSA) review of exempt and non- exempt duties, and adhere to at-will language.

We stay current on federal laws such as ADA, FLSA, FMLA, ADEA, Title VII, and local and state law in which our clients operate. The employment law landscape is ever-changing and evolving, and employer compliance is key to mitigating risk against employee legal actions.

Contact us before you sell or merge. We assist companies with the due diligence process related to HR files, outstanding cases, and processes/policies.

From the board room to entry-level positions we assist you in developing a recruitment strategy, work with you on salary benchmarking, a job description, job posting, review, screen and interview candidates, schedule interviews, create interview questions and evaluation tools, conduct reference checks, negotiate offers, and conduct background checks.

We work with your risk managers, insurance vendors and work comp providers to ensure claims are being managed appropriately, assist in the implementation of safety policy manuals, programs and committees as well as provide training resources and manage the triad of Worker’s Compensation, ADA and FMLA.

Did you know that relying strictly on at-will employment as a basis for termination can create risk for your company? We recommend you call us prior to terminating any employee. We will work with you on the process, ensure you have appropriate documentation and help manage the employee meeting. If you are contemplating the need for a layoff or reduction in force (RIF) you may be subject to notice requirements under state or federal law, including the Worker Adjustment and Retraining Notification Act (WARN). We will walk you through the process from establishing legally defensible criteria to determine which employees are subject to a layoff or RIF, assist with severance agreements, and meet with employees during the termination meetings.

Utilizing best HR practices, we work with you to develop new processes, tweak the ones you have and help you document standard operating procedures to ensure your intellectual capital is preserved. Enlist our help as you go through an HR system implementation or conversion to establish best HR practices.

We conduct a variety of workplace investigations to address employee allegations such as sexual harassment, bullying, policy violations, and manager concerns. Utilizing a neutral third party to conduct investigations eliminates bias and results in better outcomes for all parties.