|
HIRING
A HUMAN RESOURCE CONSULTANT IS
A WINNING SOLUTION FOR ANY SIZE BUSINESS!
- Save the salary of a full time human
resource manager.
- Save on the benefits and retirement.
- Save on the unemployment taxes.
- Save on the FICA taxes.
- Save on workers' compensation insurance.
- You have no obligation! Pay as you
go for as long as you need.
- Receive professional human resource
expertise at a fraction of the cost.
|
Make
your human resource function a cost “savings”
department instead of a cost “raising” department.
HOW CLOSE ARE YOU TO A
LAWSUIT?
In Fiscal Year 2003, the U.S.
Equal Employment Opportunity Commission (EEOC) received 28,526
charges of race-based discrimination. EEOC resolved 30,702
race discrimination charges in FY 2003 and recovered $69.6
million in monetary benefits for charging parties and other
aggrieved individuals (not including monetary benefits obtained
through litigation).
During FY 2002, EEOC field
attorneys participated in more than 600 events to inform the
public about EEOC procedures and employment discrimination
issues.
Wage and Hour Fiscal Year
2003 Enforcement Continues Record Climb: The Employment Standards
Administration's Wage and Hour Division (WHD) recovered more
than $212 million in back wages in fiscal year 2003 - a 21
percent increase over the record setting amount in fiscal
year 2002. The number of workers receiving back wages increased
nearly 30 percent from the fiscal year 2002 level.
HOW DOES THIS AFFECT SMALL BUSINESSES?
Small business firms must
maneuver delicately through a jungle of government regulations,
arbitration, diversity outreach programs, real and potential
lawsuits and training initiatives aimed at protecting employee
rights and keeping workers happy.
Government rules and regulations
created by laws such as the Fair Labor Standards Act (FLSA),
Americans with Disabilities Act (ADA) and the Family Medical
Leave Act (FMLA) have made labor issues more complicated than
ever. These labor issues make it much more difficult for small
employers to shape the employment packages that work best
for their firms.
Another point to consider
is that employees today are much more knowledgeable of these
rights and laws than ever before. Protecting your business
from Human Resources liability can be overwhelming.
SHOULD YOU CONSIDER OUTSOURCING?
If you have fewer than 100
employees and/or do not have the resources for an in-house
HR staff, the answer is yes. By outsourcing your HR function
you won't have to worry about managing all the details that
are so critical to Human Resources in your business, and most
small-business owners just don't have the skills and experience
to do so. Remember, HR functions must be handled correctly
as close to 100 percent of the time as possible; slip-ups
can cause your business major problems.
|
