Yes - Congratulations!
A well written and thought out employee handbook is a vital tool that provides employers a method of communicating practices and procedures, company philosophy, guidelines and benefits. A poorly written handbook that includes statements that can be construed as a contract either expressed or implied can increase employer’s liability. Words such as “will”, “must” and “shall” are a few examples of words that may be considered “promises”. If you have not reviewed and revised your handbook within the last 24 months, the information could be outdated and inaccurate. Employment law amendments and company changes may affect areas contained in your handbook.

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If you belonged to the HRP Online Membership, you would have access to handbook guidance and sample practices that are easy to customize and implement into your business practice in a few quick easy steps. You could check that all of the latest legal statements are up to date and, you would have access to sample handbook components that give your handbook an update that you may need.

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No - Caution!
A well written and thought out employee handbook is vital tool that provides employers a method of communicating practices, company philosophy, procedures, guidelines and benefits to employees. Organizations that do not have an employee handbook run the risk of making inconsistent employment decisions that may expose them to employee lawsuits. An employee handbook can address things such as at-will employment, anti-harassment practices, conduct practices, employee benefits and workplace privacy just to name a few.

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If you belonged to the HRP Online Membership, you would have access to handbook guidance and sample practices that are easy to customize and implement into your business practice in a few quick easy steps. You could check that all of the latest legal statements are up to date and, you would have access to sample handbook components that give your handbook an update that you may need.

Learn more about what Membership has to offer.

Yes - Congratulations!
Keep up the good work! An application is a very important and essential part of the selection process. A thorough application will contain the following areas; an EEO statement, general information about the applicant and position applied for, education history, work history, special skills, references, release statement and an at-will statement. Check the application you are currently using to make sure it contains these critical areas. Ensure that applicants complete the application in its entirety and sign acknowledging the information they are providing is true and complete, even if they submit a resume.

We can help you take it to the next level!The Human Resources Plus Online Membership provides easy to find access to application forms, interview questions, and reference check forms that your company can implement and utilize with one quick click of your mouse. These tools can make your recruitment and selection practices sound and efficient.

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No - Caution!
Employers that do not have all applicants complete an application are exposing their company to many liability risks such as discrimination and are limiting their ability to complete effective reference checks on the applicants work history. An application is vital and an essential part of the selection and recruitment process. A thorough application will contain the following areas; an EEO statement, general information about the applicant and position applied for, education history, work history, special skills, references, release statement and an at-will statement. The application is the first step that identifies a pool of qualified applicants and assists in process of hiring the most suitable candidate.

We can help you!
The Human Resources Plus Online Membership provides easy to find access to application forms, interview questions, and reference check forms that your company can implement and utilize with one quick click of your mouse. These tools can make your recruitment and selection practices sound and efficient.

Learn more about what Membership has to offer.

Yes - Congratulations!
Continue verifying eligibility to work documentation on all hires. Employers are required by law to verify the identity and work authorization for all hires and must properly complete and retain the Employment Eligibility Verification Form (I-9 Form). As immigration reform has become a more pressing issue, the Federal government has revised and reissued the I-9 form and what documents are considered acceptable. It is critical that you ensure you are using the correct form and properly completing and retaining the I-9 form.Employers who fail to complete properly, retain, or produce I-9 forms for inspection for each active employee may be subject to fines.

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The Human Resources Plus Online Membership provides easy to find access to employee paperwork toolkits and HR Trends and Updates. Access to the most recently updated I-9 form and easy to follow instructions on competing and retaining the I-9 which can be easily implemented into your employment practices.

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No - Caution!
Employers who fail to complete properly, retain, or produce I-9 forms for inspection for each active employee may be subject to fines. Employers are required by law to verify the identity and work authorization for all hires and must properly complete and retain the Employment Eligibility Verification Form (I-9 Form). As immigration reform has become a more pressing issue, the Federal government has revised and reissued the I-9 form and what documents are considered acceptable. It is critical that if you are not verifying eligibility to work documents for all hires or have not verified eligibility for your current employees, you do so immediately.

We can help you!
The Human Resources Plus Online Membership provides easy to find access to employee paperwork toolkits and HR Trends and Updates. Access to the most recently updated I-9 form and easy to follow instructions on competing and retaining the I-9 which can be easily implemented into your employment practices.

Learn more about what Membership has to offer.

Yes - Congratulations!
Continue to document performance challenges, address them, and communicate future expectations to your staff. Employers that document performance challenges and clearly communicate future expectations create an environment of effective communication. According to a study conducted by Watson Wyatt, effective communication practices drive employee engagement, commitment, retention and productivity. The outcome generated is higher levels of employee performance, higher company financial returns and an increase in the company’s market share. Once clear performance standards and expectations are communicated, it is imperative that employers monitor performance and provide feedback in a timely, fair and equitable manner. Incomplete, inconsistent and poorly worded documentation can create liability for a company that could result in a myriad of employment claims such as discrimination or wrongful termination.

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The Human Resources Plus Online Membership provides easy to find access to warning forms, performance improvement memos and tips on addressing performance and how to document appropriately. Use live guidance to consult with an expert on how to address a performance challenge. These tools and expert advice can be easily implemented into your employment practices with a few quick and easy steps.

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No - Caution!
Inappropriate, inconsistent, poorly worded or the lack of documentation places employers at a high liability risk for a myriad of employment claims such as discrimination and wrongful termination. Case law continues to define that employers need to have appropriate and accurate documentation that supports disciplinary actions or terminations. It is imperative that employers monitor performance, conduct and address performance issues and policy violations timely and in an equitable manner. Once clear performance standards and expectations are communicated, it is imperative that employers monitor performance and provide feedback.

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The Human Resources Plus Online Membership provides easy to find access to warning forms, performance improvement memos and tips on addressing performance and how to document appropriately. Use live guidance to consult with an expert on how to address a performance challenge. These tools and expert advice can be easily implemented into your employment practices with a few quick and easy steps.

Learn more about what Membership has to offer.

Yes - Congratulations!
Continue staying up to date on HR related items by using professional resources. Employment laws are subject to frequent changes and are difficult to understand therefore it is important that employers receive accurate and timely information from a professional resource. Having knowledge of the latest employment practice trends and what other businesses are doing can give your business a competitive edge. Organizations that are unaware of their HR responsibilities and lack knowledge of employment laws are one step away from costly lawsuits and penalties as courts do not view ignorance as a defense. HR compliance means you know the laws, develop appropriate practices in relation to the laws, and ensure that employment laws and practices are understood and consistently followed.

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The Human Resources Plus Online Membership provides easy to find access to HR Trends and Updates and the latest legal changes. We also offer a community forum which serves as an opportunity to build valuable connections with other employers and businesses. Our online community provides an environment where members can connect around their common interests/challenges, get their questions answered, and see what other employers are doing successfully. Don’t be the last to know.

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No - Caution!
Organizations that are unaware of their HR responsibilities and lack knowledge of employment laws are one step away from costly lawsuits and penalties as courts do not view ignorance as a defense. HR compliance means you know the laws, develop appropriate practices in relation to the laws, and ensure that employment laws and practices are understood and consistently followed. Employment laws are subject to frequent changes and are difficult to understand therefore it is important that employers receive accurate and timely information from a professional resource. Having knowledge of the latest employment practice trends and what other businesses are doing can give your business a competitive edge.

We can help you!
The Human Resources Plus Online Membership provides easy to find access to HR Trends and Updates, and the latest legal changes. We also offer a community forum which serves as an opportunity to build valuable connections with other employers and businesses. Our online community provides an environment where members can connect around their common interests/challenges, get their questions answered, and see what other employers are doing successfully. Don’t be the last to know.

Learn more about what Membership has to offer.

Yes - Congratulations!
Continue asking candidates standardized interview questions. Organizations that ask standardized interview questions that are legally defensible limit the risk of discriminatory hiring practices and are on the right track up for making good hiring decisions based on organizational and position fit. Bad hires can be costly to an organization. It is imperative that hiring managers are well versed in interviewing and hiring practices.

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The Human Resources Plus Online Membership provides easy to find access to hundreds of industry specific standardized questions, interviewing skills basics, interview records, reference checks forms and more that can help make your recruitment and selection process is sound and successful.

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No - Caution!
There are no less then 12 employment laws that govern and regulate the selection and recruitment process. Organizations that do have a formal process including standardized interview questions expose themselves to discrimination claims for protected classes such as age, race, religion, and color to just name a few. Legal issues aside, organizations that are not committed to a streamlined selection and recruitment process suffer higher turnover and make poor hiring decisions. Bad hires can be costly to an organization. It is imperative that hiring managers are well versed in interviewing and hiring practices.

We can help you!
The Human Resources Plus Online Membership provides easy to find access to hundreds of industry specific standardized questions, interviewing skills basics, interview records, reference checks form and more that can help make your recruitment and selection process is sound and successful.

Learn more about what Membership has to offer.

Yes - Congratulations!
Organizations aware of laws that impact their business are taking the first step in limiting their risk and liability. HR compliance means you must know the laws, develop appropriate practices in relation to the laws, and ensure that employment laws and practices are understood and consistently followed. For businesses that do not have an HR professional on the team, this can be overwhelming and time consuming.

We can help you!
The Human Resources Plus Online Membership provides an easy to understand employment law reference guide to determine which laws apply to your business.

Learn more about what Membership has to offer.

No - Caution!
Businesses that are unaware of or ignore their Federal and State laws and HR responsibilities are one step away from costly lawsuits and penalties because courts do not view ignorance as a defense. Federal and State Laws govern every step of the employment process including but not limited to recruitment, employee paperwork, training, performance, compensation, benefits, employee relations and safety. HR compliance means you must know the laws, develop appropriate practices in relation to the laws, and ensure that employment laws and practices are understood and consistently followed. For businesses that do not have an HR professional on the team, this can be overwhelming and time consuming.

We can help you!
The Human Resources Plus Online Membership provides an easy to understand employment law reference guide to determine which laws apply to your business.

Learn more about what Membership has to offer.

Yes - Congratulations!
Employee recognition is one of the top motivational tools a business can use to reduce turnover and strengthen employee morale. Strong, consistent and well executed employee relations programs can lead to greater profits, sales and service. When your employees are happy and engaged, your customers are happy and engaged. Recognition can be as simple as a verbal statement such as “thanks for a job well done” to formalized service awards.

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The Human Resources Plus Online Membership provides easy to find access to simple and cost effective ways to reward your employees. You can see what other businesses are doing and what the experts see as the latest trends in employee recognition.

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No - Caution!
Studies show that the lack of or ineffective employee recognition programs results in lower employee morale, lower employee performance/engagement and higher turnover. Employee recognition is one of the top motivational tools a business can use to reduce turnover and strengthen employee morale. Strong, consistent and well executed employee relations programs can lead to greater profits, sales and service. When your employees are happy and engaged your customers are happy and engaged. Recognition can be as simple as a verbal statement such as “thanks for a job well done” to formalized service awards.

We can help you!
The Human Resources Plus Online Membership provides easy to find access to simple and cost effective ways to reward your employees. You can see what other businesses are doing and what the experts see as the latest trends in employee recognition.

Learn more about what Membership has to offer.

Yes - Congratulations!
Organizations aware of laws that impact their business are taking the first step in limiting their risk and liability. HR compliance means you must know the laws, develop appropriate practices in relation to the laws, and ensure that employment laws and practices are understood and consistently followed. For businesses that do not have an HR professional on the team, this can be overwhelming and time consuming.

We can help you!
The Human Resources Plus Online Membership provides an easy to understand employment law reference guide to determine which laws apply to your business.

Learn more about what Membership has to offer.

No - Caution!
Businesses that are unaware of or ignore their Federal and State laws and HR responsibilities are one step away from costly lawsuits and penalties because courts do not view ignorance as a defense. Federal and State Laws govern every step of the employment process including but not limited to recruitment, employee paperwork, training, performance, compensation, benefits, employee relations and safety. HR compliance means you must know the laws, develop appropriate practices in relation to the laws, and ensure that employment laws and practices are understood and consistently followed. For businesses that do not have an HR professional on the team, this can be overwhelming and time consuming.

We can help you!
The Human Resources Plus Online Membership provides an easy to understand employment law reference guide to determine which laws apply to your business.

Learn more about what Membership has to offer.

Yes - It is imperative that organizations measure the cost and effectiveness of job functions to be able to determine if they are getting a return on investment. Business that do not have a professional human resource staff member may not be aware of their legal obligations and exposures and spend too much time trying to find answers to their employment practice questions. According to research completed by The Society of Human Resources Management, six out of ten organizations outsource some or all of their HR functions. The top reasons for outsourcing were; reduce operating costs, reduce legal risk by improving compliance, and having access to HR expertise.

We can help you!
The Human Resources Plus Online Membership provides a variety of tools to assist your HR manager with issues related to recruitment, retention, laws and more. Our online community is a valuable resource in understanding what other HR managers are doing, what their greatest challenges and successes have been.

Learn more about what Membership has to offer.

No - It is imperative that organizations measure the cost and effectiveness of job functions to be able to determine if they are getting a return on investment. Business that do not have a professional human resource staff member may not be aware of their legal obligations and exposures and spend too much time trying to find answers to their employment practice questions. According to research completed by The Society of Human Resources Management, six out of ten organizations outsource some or all of their HR functions. The top reasons for outsourcing were; reduce operating costs, reduce legal risk by improving compliance, and having access to HR expertise.

We can help you!
The Human Resources Plus Online Membership provides a variety of tools to assist your HR manager with issues related to recruitment, retention, laws and more. Our online community is a valuable resource in understanding what other HR managers are doing, what their greatest challenges and successes have been.

Learn more about what Membership has to offer.

Discover your company's cost of completing HR related functions. Insert the number of average hours spent on HR per month and the rate per hour at which you pay the person completing those functions.

Hours Per Month:      $ Per Hour:     

     Total $ Per Year: