JEB HR Consulting
​​
Helping Companies Navigate Human Resources

​Call Today for a FREE
Human Resources Assessment

678-603-3288

Navigating Human Resources
Let us help you establish compliant human resources processes and programs that are sustainable and allow you and your team to take the wheel and steer your organization in the right direction.
Top 5 Small Business HR Mistakes
  
1)  The hiring process is overly hasty

2)  Employees are misclassified

3)  Employee Handbook is outdated (or doesn't exist)

4)  Employee Training takes a back seat
5)  Performance issues are not documented
What you should know...
  1. JULY
    OSHA - Its Hot Outside
    Under the general duty clause of the Occupational Safety and Health Act, employers are responsible for protecting workers from hazards on the job, including extreme heat. Make sure you have steps in place to monitor employees working outside or in warehouses or other work facilities that are not air conditioned. You may want to consider adding a section to your Safety Handbook on how to recognize heat conditions and issues.
  2. 6/27/17
    OT Rule
    The Overtime (OT) Rule is still alive but may be revised. On June 27, 2017, the U.S. Department of Labor sent a Request for Information related to the overtime rule to the Office of Management and Budget for its review. When published, the RFI offers the opportunity for the public to comment.If you have already made changes, then you are ahead of the curve and will be positioned to simply provide a communication to employees when a final decision is made. If you have not prepared, I would recommend you take this time to catch up and be prepared to implement the plan in a very short period of time. I do not believe this will be retroactive. But, you will not have the luxury of months to implement...possibly only days. See Blog
  3. 7/31/17
    Form 5500 Due
    The Form 5500 Series is part of Employee Retirement Income Security Act’s (ERISA) reporting and disclosure framework intended to ensure that employee benefits plans are operated and managed in accordance with prescribed standards. In addition, it ensures that participants and beneficiaries, as well as regulators, are provided or have access to sufficient information to protect the rights and benefits of participants and beneficiaries under the covered employee benefits plans. All qualified retirement plans, 403(b) plans subject to ERISA, and health and welfare plans covering more than 100 participants are subject to filing the Form 5500, and it must be done electronically. Form 5500 and its accompanying schedules must be filed with the Employee Benefits Security Administration (EBSA) on or before the last day of the seventh month following the close of the plan year. This is generally July 31 for calendar-year plans.
  4. Interns
    Paid/Unpaid Nominee
    The Fair Labor Standards Act provides guidelines on whether or not an Internship qualifies as Paid or Unpaid. It may sound like a great way to cover vacations or get extra work completed at a fairly low expense ( or no expense). Make sure you comply or the experience could be costly. For more info check out this article: https://www.fastweb.com/career-planning/articles/let-s-get-legal-guidelines-for-paid-or-unpaid-internships
How we can help...
Small business owners need to spend their time concentrating on their core business while managing their resources.  

JEB Consulting helps small businesses establish effective, efficient and complilant Human Resources business processes, identify services, onboard vendors and implement technology.

Our goal is to establish a solution that is:

FLEXIBLE; HR solutions today need to be ready to meet the next change.  We can help you establish a framework that provides levers which can be moved based on new regulations, laws or business objectives.

SUSTAINABLE; You need a solution that you and your team can support once the solution is implemented.  We can work with your and your team to provide efficient effective solutions that are simple and user friendly to ensure your company can support it ongoing.

AFFORDABLE; Our programs can be modified to fit your needs and budget.  We can support one time, short term or long term projects as well as retainer engagements.

Our HR expertise includes developing and implementing the following:

  • Organizational Effectiveness
  • Succession and Talent Management Solutions
  • Employee Engagement 
  • Leadership/Management/Supervisor Development
  • Human Resources Compliance (Policies, Employee Handbooks)
  • Job Structure / Compensation Structure
  • Benefits Programs to include Vendor Selection and Annual Enrollment
  • Training and Development Programs

Program implementation includes documenting processes, identifying external vendors and implementing technology.


Call us today at 678-603-3288 to discuss your current needs.