Frequently Asked Questions

Why should I use an HR Consultant?

Justice HR Consulting, LLC offer's you the opportunity to have an objective third party who is focused on your company's employment law compliance and employee relations.  Employment regulations are constantly changing and require someone's full attention to stay current.  Human Resource departments can be extremely busy managing all the aspects of human resources - staffing, recruiting, compensation, performance evaluations, policies and practices.  If your human resource function is a part of someone's job, it is even more difficult to keep it all straight.  Using our services provides you with concerted expertise in the areas of compliance and employee relations to reduce exposure and improve employee relations.

Why should we have an HR Audit?

It is as important to audit your HR practices as it is to audit your finances.  Your salaries and benefits alone may account for up to fifty percent of your employee expenses.  The costs of recruiting, maintaining records, training, orientation and other employee related expenses take that number even higher.  You want to do all you can to protect these expenses and the investment they represent.  Auditing HR practices gives you opportunity to identify areas for improvement and then to take the steps necessary to make those improvements.  "Ignorance is no excuse"when you are in the position of defending your employment practices.  You are expected to know the laws and to comply with them.

How long does it take to conduct an HR Audit?

The length of time depends on the size of the company and the extent of the audit.  It can take from two days to a week.   This allows for the reviews, interviews and compilation of the results.

Can you help us improve our HR practices?

Yes, we can correct and/or help you update your policies, handbook, job descriptions, and any other general forms and documents you need.  We can help you revise work flow to be more efficient and increase compliance.

You mention investigations in your list of available services, why?

Investigations into employee complaints can be very sensitive and must be timely.  Using a third party to investigate harassment complaints lets your employees know you take the complaint seriously and helps create a sense of concern for employee privacy.  It also helps reduce concern of a conflict of interest for all parties.

You have information encouraging businesses to get involved in the employment legislation process, why?

The squeaky wheel gets greased first.  It is simply a fact that people react to ease their pain.  Special interest groups and big business have more influence over employment legislation because they spend millions of dollars to pay professional lobbyists to constantly pursue their vested interests.  Just think what a difference it can make if millions of small business owners and employees starting speaking up.  We believe in the power of people to create positive change.   However, change only comes when someone realizes it is necessary.