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The median budgeted HR expenditure per employee is $1,218 representing the “typical” budgeted HR expenditure per capita for any given organization. This could equate to a HR budget of $121,800 or more for a company with at least 100 employees. Partnering with The Hopkins Group to administer your HR activities could potentially save your HR budget 60%-80%, per 100 employees.

HR usually has sole responsibility for the following activities: administering employee leave benefit programs, health care benefits administration, labor and employment law compliance, equal opportunities, conducting exit interviews, and strategic HR management. For organizations, with fewer than 100 employees these activities could be conducted by multiple individuals within the organization. Partnering with The Hopkins Group provides your business with an experienced, certified senior HR consultant to manage and strategize with your leadership team on the type of HR programs suitable for your business.

Employers reported that 1.5, per 100 employees is needed on average to address employee matters; however, data suggest that smaller organizations with fewer than 250 employees, may need more resources at least an experienced HR manager on an PT basis to handle employee concerns. Partnering with the Hopkins Group provides your business with an experienced HR Consultant, dedicated to your business on at least a part-time basis or for as many hours that you need them to work in your business.

We will conduct a human resources assessment that will assist you in making the decision between full-time and part-time HR. We can assist you in filling a full-time position, provide onsite outsourcing, or individual project help. Flexibility is key.

Some employment laws apply even when there’s only 1 employee on your team. Contact us to make sure you are adhering to the proper standards.

Job descriptions are required to define whether an employee is exempt, or non-exempt per the Fair Labor Standards Act (which determines who gets overtime pay, and who doesn’t) and to outline essential job duties for Americans with Disabilities Act purposes. In a Department of Labor audit, a job description is the first document they want to see, and misclassifying your employees may result in huge fines and back pay to your employees.

This is not recommended. If you were sent the request by the DOL, then you need to develop and submit your plan to them by their deadline.

Possibly, if the following conditions apply:
A.) A physical meets the bonafide conditions of employment
B.) Is specific to that position’s requirements
C.) Is required of all employees in that position
Physicals must only be conducted following a contingent offer of employment.

No. For instance, you may offer certain benefits to full-time employees, but no benefits to part-time employees.

Yes, under certain circumstances. However, a prudent approach is to suspend the employee while an investigation is undertaken. If the investigation concludes that a serious violation of company rules occurred (and there are no mitigating circumstances) and discharge is the customary penalty for such violations, termination may be justified.

Possibly. Courts have found that employers were liable for sexual harassment regardless of whether the employer knew, or should have known about the harassment. However, the harassed employee has a duty to use the processes that the employer has put in place to complain about workplace harassment. Our service includes the examination of existing discrimination policies, along with prompt investigation of any complaints. These are good defenses which may prevail if a charge is filed with a regulatory agency, or a civil suit is brought.

This depends on several factors, including your policy regarding absences and continued employment, as well as the laws in your state.

Employment at will is a legal concept stating that the employee is free to end the employment relationship at any time, with or without cause or notice. That concept applies to the employer as well—until it runs head-on into federal and state employment related laws.

These answers should not be construed as complete, or as legal advice or legal opinion on any specific facts or circumstances, as each situation is handled individually. The contents are intended for general information purposes only. We recommend you call us and/or consult your attorney concerning your own situation, and any specific legal questions you may have.

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