Frequently Asked Questions

---

A lot of small to mid-sized organizations typically have someone who is grandfathered into an HR role. Generally this person has several other duties and wears “multiple hats”, in some cases HR duties can fall on owners and executives of these size firms. HR Consulting can be a cost effective resource to make sure you are staying in compliance, keeping constant communication with employees, management and executives and give you the ability to carry out common and practice HR processes and solutions. Most importantly it offers your organization consistency in these policies and procedures which reduces your liability, improves culture/moral and overall communication within your organization. We allow you the opportunity to free yourself and other employees from the administrative burden that HR can pose to those that are better suited what they were hired to do and focusing on their main tasks to help the organization the way they were intended to. 

Changes are occurring almost daily at the state and federal level in terms of Unemployment benefits, healthy but fearful workers, ill workers, and staying informed on the various new programs. FMLA and WI Family Leave laws are all impacted and you need to make sure your programs are up to date and communicated correctly to your employees. Outside of the pandemic, Employee File and Retention compliance, Changing Benefit administration avenues and best practice initiatives to retain employees are all areas of high interest. 

Employee performance reviews, disciplinary and training records, their initial application and new hire documents that have been shared with them. Access should be confidential and kept on a “need to know” basis. Medical information should NOT be included in the Employee file. 

 Hire the right people, give them the tools they need to do their job and make them feel appreciated and valued. Communication is critical. Employees do NOT leave for money —- they leave because they do not feel engaged or respected.