Labor Relations

Labor Management and Compliance

Our nation's complex regulatory systems provide a virtual gold mine for meritless lawsuits, which is why we assist companies in maintaining issue free workplace environments.  We provide sound recommendations to ensure companies are in compliance with all State and Federal laws and that their liability is minimal.

HR Audits and Assessments – Due Diligence

The need for HR compliance audits increases year over year, as our government adds more and more laws and regulations governing the employment relationship.  A human resources audit is intended to uncover those company management practices and policies that risk breaking those laws.
Over the years, companies have added policies ad hoc, which over time may conflict with older policies, or with newer employment laws and regulations.  Depending on the size of your employee population, an HR Audit can take anywhere from one to five days.  The audit touches upon all of your HR practices, wage and hour accuracy and includes a random I-9 audit of your active employee documents.  The employee handbook is reviewed to ensure your policies are up to date as required by law. 
Most lawsuits can be traced to four distinct stages of the employment relationship: hiring practices, termination, employee discipline and harassment.  An HR audit would target these areas.  Employers are provided with a full HR Audit report, including findings and recommendations.

Policies & Procedures

It is a good practice for businesses to establish sound policies and procedures, and that there is clear and concise communication to the staff.  According to the law, and under certain conditions, policies may be either required or recommended.  ECG will help you establish those policies.

Employee Handbooks

Having an employment attorney write or review your employee handbook can get quite costly. We can provide you with updated employee handbooks including your company policies, prior to it being reviewed by legal.   The employee handbook should always include a harassment policy, an employment at will clause as well as a confidentiality agreement, amongst other policies.

Position Descriptions

Position descriptions must be written in a fashion to comply with State and Federal laws, and with the appropriate language, designated by the Americans with Disabilities Act.  Make sure your position descriptions are current, up to date with the most recent laws, and preferably signed by each of your employees.

Hiring and Termination Practices

Companies face high liabilities if their hiring and termination practices are not fair, consistent and within the guidelines of their State laws. Minimize your liability by ensuring that these practices are done correctly.  ECG can help you do that.

The I-9 Form and the Legal Right to Work in the U.S.  Compliance 

Gathering a new hire's required paperwork for the completion of the I-9 form is not the only thing that is required by law.   The administration of the I-9's and the manner in which the form is completed also holds its own liability.  Incomplete or incorrect forms may impose heavy fines on the employer if audited by Homeland Security.

Labor Law Compliance

Continuous labor law changes are confusing; FMLA, COBRA, Wage and Hour, etc.   ECG can help you remain up to date on everything that matters and help you limit your liability.