JER HR Group offers a complete range of services to ensure your company becomes compliant and stays compliant. With ever increasing rules and regulations, businesses of all sizes find it hard to keep up to date and comply with all the major state and federal legal changes. With business growth in the mind of most businesses, a stable hand can be invaluable in navigating compliance with federal and state laws. We keep you in compliance with state and federal laws. JER HR Group offers expert consulting and assistance with compliance issues such as:
- Americans with Disabilities Act
- Family and Medical Leave Act
- Poster Regulation
- FLSA compliance
- OSHA & Safety
- Affirmative action plans
- Sexual harassment prevention training
- Wage and Hour Laws
Best practices are emphasized and encouraged. Learning sessions to achieve best practices are available to help you and your team understand the impact of staying compliant. JER HR Group provides compliance training in a variety of areas to make sure your organization is up to date on the latest laws and regulations. The following areas of compliance are covered:
Understanding the Americans with Disabilities ACT
Offers understanding of the background you need to navigate the ADA, review its administration, and stay out of trouble. You will learn to administer the ADA from a former labor relations director for two large manufacturing companies.
FMLA (Family Medical Leave ACT)
Offers you the background you need to navigate the FMLA landmines, review proper administration of the FMLA, stay out of trouble and run your business at the same time. Our service for FMLA includes
- Develop or review FMLA policy
- Work with the client to develop and set up FMLA procedure to ensure compliance with requirements
- Monitor FMLA leaves and notify management and affected employee of their FMLA leave status
- We also Set up FMLA infrastructure, record and manage FMLA leave process, consult and advice wth administrators as needed, manage FMLA applications and leave of absence
- Coordinate FMLA leaves with workers’ compensation, Americans with Disabilities Act (ADA) and its amendment, and Pregnancy Discrimination Act (PDA)
- Represent employer at initial fact-finding meeting & respond to Wage & Hour division as appropriate
This training course will teach you valuable information about critical HR issues of: Union laws, ADA, FMLA, W/C, Harassment, Uniform Guidelines of Employment.
This session will help you implement policy and procedure by covering topics such as: Why have a handbook; What goes in it; Mission statement; Attendance policies; Work rules; Military leave; Dress Code; Religious observations.
This seminar will provide organizations with the tools and knowledge to comply with U.S. immigration laws and regulations. Understand and learn the preventive measures with regard to government audits of I-9s and recruiting and retaining workforce.
OSHA 10 Hour Outreach Training: Full day and half day
Participants will receive an OSHA General Industry Safety and Health 10-hours course completion card from the U.S. Department of Labor, Federal OSHA. OSHA policies, procedures and standards General industry safety and health principles covered in OSHA Act part 1910. Special emphasis on areas most hazardous using OSHA standards as a guide.
Behavior Based Safety Training
An accident in your workplace causes the loss of a limb or a serious back injury. The accident investigation identifies an unsafe practice caused the accident – the injured worker by-passed safety rules and failed to follow proper job performance procedures. A behavior based safety program will help your supervisors identify the causes of at risk behavior on the job and provide the tools for changing this behavior. A safety program without an emphasis on behavior based safety is incomplete and falls short of the mark. This program will teach them to understand their behavior and its consequences. 8 hours – 1 day or 2 half days.
Sexual Harassment Prevention Training
The Equal Employment Opportunities Commission (EEOC) receives about 15,000 charges of sexual harassment, which amounts to charges of almost $40 million in monetary benefits. These numbers should make all organizations pay attention to this important issue. Add to that, according to EEOC, employers are always responsible for sexual harassment by a supervisor or manager that leads to a tangible employment action.
If no tangible employment action occurs, employers are still responsible unless they can prove two things:
- They took reasonable steps to prevent and correct sexual harassment, including establishing a complaint procedure
- The employee did not make a reasonable effort to complain to management or to protect himself or herself from harm
The bottom line is that supervisors and managers must be trained not only to recognize what sexual harassment is, but also they must know what to do if an employee comes to them with a complaint. Your organization can be held liable for sexual harassment on the part of supervisors, employees, or even customers and clients if your management knows or should have known about problems but takes no effective steps to correct them and prevent future incidents. Your best protection against liability is to have a strong, clearly worded, and well-publicized policy against sexual harassment and to enforce that policy strictly, no matter who violates it. It’s important for all supervisors and managers to know what constitutes sexual harassment in the workplace, what your policy requires, and what they need to do when employees complain about harassment.
Objectives of training include understanding legal and policy requirements, recognize what constitutes illegal sexual harassment, handling complaints effectively, participating in investigations, taking appropriate corrective action, and promoting and maintaining a comfortable, productive working environment. JER HR Group provides training customized for your organization and participants. Trainees are encouraged to talk about experiences in their workplace related to the topic and to use real-life examples as often as possible to reinforce learning. Depending on the audience, exercises and quizzes may be offered.