Item# HRC1 -Employee Benefits Cross-Trained Qualified Plan Auditors To Take "Green Auditor Noise" Out of HR Department and Possibly Reduce Cost (U.S. Only)                 

Large Auditing Firms have a Tendency to conduct their On-the-Job-Training for College Graduate Accountants in the Qualified Plan Audit Area thereby wasting HR Time and Company Financial Resources e.g. “What is a 401(k) plan?” For 15 Years, this Top-Ten CPA and Consulting Firm has maintained a Fully-Dedicated EB Plan Audit Practice with Auditors who are Cross-Trained in Employee Benefits and Continually Assigned to the Client from Year-to-Year. The Client establishes the Audit Timeline and there is typically a 15 to 20% Reduction in Time Spent by HR with Potentially a Similar Reduction in Professional Fees    

Item# HRC2 –Fully Automated /Touchless Real Time FMLA Tracking and Reporting System with Optional Outsourced Administration (U.S. Only)                                                                  

Generally the STD Carriers are Claims Adjudicators that have as an Accommodating Afterthought, bolted on Claims Administration Services emanating from a Call Center. This Specialized Claims-Administration-Services-Only (i.e. no Adjudication) delivers a 13+ Years-in-the-Development and Refinement, Proprietary IVR Front-Ended, FMLA Tracking, Management and Reporting System. This System can be the front end for the Client’s current FMLA Administrator, or Vendor can provide Fully Outsourced Administration to include mailing EE Certification Forms, approving / denying Claims, tracking Continuous and Intermittent Leave Occurrences, maintaining Employee FMLA Leave Time Balances and monitoring Employee Intermittent Leaves for Abuse/Suspect Claims

Item# HRC3 - Real Time, Web-Based H&B and 401(k) System for Compliance Information, Execution Responsibility Assignment, Execution Monitoring and Execution Documentation for Audit Purposes     

ERISA Fiduciaries and Plan Administrators of H&B and 401(k) plans are required to ensure compliance with the myriad of federal laws and regulations that require forms filing, notice distributions, process adherence and audit, bonding, etc. or else face fines and penalties. This 8-years-in-the-making-and-refinement compliance tool backed by both internal and external legal counsel has been designed to solve the four most common compliance problems. It ensures all required information is at hand, determines what needs to be done and when, identifies on-point individuals and documents all activities to help ensure task completion and create an auditable compliance trail. Information about each employer and each of the employer’s plans is entered into the system to create an automated compliance road map specific to each employer. Duties and responsibilities for required tasks are assigned to individuals by the system administrator and monitored via push-type notifications of tasks and due dates supported by dashboard style monitoring of all open, pending and closed activities. Results include minimization / avoidance of fines and penalties, a pathway to legal defensibility upon audit and peace of mind for those saddled with ERISA responsibilities.

For more information click here      

Item# HRC4 – SaaS-Based, Specific-to-the-Individual, Company Policy Distribution Management System with Auditable Evidence of Acknowledgement and Understanding

Every Organization has Policies that Define how Employees, Suppliers and Third Parties need to Act and Behave,but these Policies will not be Effective unless they are understood. This System Automatically distributes Specific-to-the-Individual Policy Materials that are Mandatory for Individuals to Know in their Current Roles. It provides Auditable Proof that Individuals are Aware of, Acknowledge Receipt of and Understand their Obligations under the Policies. Full Reporting and Data Extractions are available at any time to Internal Staff and Desired External Parties with Exceptions Identification and Automatic Escalation to Management



Item# HRC5 -Employment Practices Training Methodology and Risk Management Tool Kit with both Retroactive and Prospective Effect on Litigation Reduction      

Most or all other Training in the area of Employment Practices focuses on “What Cannot be Done” with a Goal to keep HR out of Trouble. The Result is Most Often the creation of a Paralyzing Operating Environment in which HR is Afraid to run its People Business. This Tried and Tested Learning System focuses Instead on “What we can Do” in HR and provides Actual and Specific Processes and Tools to handle all Areas of HR Policy, Procedure and Process that Relate to Employment Issues. This Approach can actually create a Retroactive Pathway to Legal Defensibility plus Reduce Future Liability. The Innovators Behind this are a Former F500 SVP HR and a Notable Employment Attorney

 For more information click here 

Item# HRC6 - External Consultant’s Objective Assessment of Employer’s Base-Salary Program’s Internal Equity                     

This Consultancy Uses a Proprietary Job Hierarchy Development Methodology that Provides a Statistically Valid Visualization of the Employer’s Current Pay Regression Line. This Pay Regression can then be used as the Basis for Measuring Internal Equity so as to Minimize Litigation Risk/Expense and / or to Promote Internal Communication about Pay Fairness

Item# HRC7 - Employment Law Compliance Risk Assessment (U.S. Only)                                                                                           

Depending on number of Employees and Contractor Status, Employers may be required to comply with Twenty Five or More Employment Laws at the Federal and State Levels. Non-Compliance can result in Fines in the Event of an Audit by a Regulatory Agency. This National Public Accounting Firm conducts a Thorough, and Competitively-Priced Assessment of Employment Law Compliance risk. Their Reports to Management identify Instances of Non-Compliance as well as any Policies, Procedures, or Practices that would Compromise Management’s Position in defending against a Claim of Non-Compliance brought by a Job Applicant, Employee or Former Employee. Reports also include Recommendations for Mitigating Risks                                                                                                 

Item# HRC8 – Employment Process Regulatory Review and Solutions Development Performed by I/O Psychologists and Back by Their Expert Witness Capabilities (U.S. Only)                       

The Employment Process Compliance Landscape is Ever-Changing presenting an Ongoing Challenge for HR. This I/O Psychology Consultancy provides Professional Services Related to Employment Process Design, Review, Analysis and Tracking so as to highlight "Red Flags," and identify Potential Vulnerabilities. They work with Inside or Outside Counsel and use the most Up-to-Date HR Strategies, Tactics and Technologies to frame out Legally-Defensible Solutions that can guide an Employer’s Recruiting, Screening, Assessment and Hiring Standards Ranging from Entry-Level Employees up through Senior Management. Their Work is backed up by Significant and Notable Experience in the Expert Witness Domain to offer Testimony and Help to resolve Legal Challenges, Agency Audits, etc. – Even Those Already In-Process

Item# HRC9 - SaaS-Based, Affordable Care Act (ACA) True Management Information System (not a One Time Study) that: 1) Automates Census Data Integration / Validation; 2) Determines and Manages Employee Eligibility and Medical Benefits Affordability Compliance; 3) Automates Federal Reporting and Internal/External Audit; and 4) Provides Management Decision Support Through Cost, Risk, Plan Design, and Projections Analytics (U.S. Only)

Managing the Employer's Medical Benefits Requirements under the ACA is not a Snap Shot, Single-Point-in-Time Analysis, but rather it is a Continuous Process under Health Reform. This System (developed over 2+ years by regulatory software engineers and Washington DC /ACA insiders) assures Compliance to Current and Evolving ACA Requirements. Accurate and Complete Data is generated through Proprietary Validation Tools and Processes that aggregate Employee Data from Multiple Systems based on Company-Defined Intervals. Then, Analytics are applied to determine Employee Eligibility, Plan Affordability, Penalties and Excise Taxes and provide ongoing Cost Projections based on Company-Defined Wait, Measurement and Stability Periods. The System provides Employee Grouping /Parsing Capability to allow for Consolidation and Disaggregation by numerous Variables and Parameters (i.e. hours, wages, division, entity, etc.) in order to instantaneously determine both the Risks and Liabilities associated with paying substantial Penalties for Non-compliance, as well as facilitate Analyses for Cost-Reduction Opportunities. The System also automates ACA Compliance Reporting, provides ad-hoc Management Reporting and contains Archiving and Audit Tools for Regulatory Data and Compliance Support. Dashboard Technology and Configurable Security and Access Rights extend System Functionality for Collaboration both internally and externally thereby, Facilitating Process Management responsibilities with Consultants and Brokers



For more information click here

Item# HRC10 - Consultancy to Prepare and /or Review Your Employee Handbook (U.S. Only)

Every organization should have an updated handbook so as to assure both management and employees know "the rules of the game." and can keep abreast of what is expected of them. This consultancy's experts work with the employer to develop, write and/or review the employee handbook to make sure it defines your company's philosophy, rules, regulations, policies and procedures and covers all local, state and federal laws. The result is a well-informed organization.

Item# HRC11 - Consultancy to Write and / or Review Your Company's Policies and Procedures (U.S.Only)

Not having clearly defined policies and procedures can result in misunderstandings or misstatements that create legal liabilities and other people problems for your business. This consultancy's experts work with the employer in developing, writing and reviewing its HR Policies and Procedures (e.g. vacations, harassment, termination for cause, use of company property, etc.). This service is designed to help ensure compliance with all local, state and federal laws as well as current best practices

Item# HRC12 - Consultancy to Review and Audit HR Operations (U.S. Only) 

Problems with record keeping, out-of-date policies and procedures or other potential "land mine" issues can bring expensive penalties if discovered by outside investigators. This consultancy's experts work with the employer to review: Pre-Employment/Staffing; Employment; Recordkeeping; Benefits; Compensation; Affirmative Action Plans/Federal EEO Requirements and other areas as desired by the employer. Results are contained within a detailed report that includes both the operational-level information needed to improve HR administration / avoid trouble and an Executive Summary that prioritizes recommended actions

Item# HRC13 – Low Cost Consultancy to Develop an Affirmative Action Plan (U.S.Only)

Federal contractors and subcontractors must have written Affirmative Action Pans (AAP's) tha can be quite extensive, include statistical analyses and provide narratives that comply with a complex set of ever-changing affirmative action regulations promulgated by the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP). Organizations selected for Compliance Evaluations by OFCCP have only 30 days to submit their current AAPs and supporting documentation, including a report on prior year goals and progress achieved. This 20+ year experienced consultancy develops AAP's by drafting all narrative sections, providing supplemental forms, conducting the required statistical analyses and more. Non-compliance can be costly and none of this consultancy' clients AAPs have ever received any technical violations during any AAP review process

Item# HRC14 - Low Cost HR Answer Center (U. S. Only)

When HR is seeking answers to questions it must often rely on high cost attorneys when all that is needed is a practical answer from a trusted source that knows both yours and HR's business. This HR Answer Center responds to 1000's of questions each year. It not only researches your specific question but it can also provide sample employee policies, employment law compliance information, job descriptions, HR forms and posters as well as cost-of-living and salary survey data for benchmarking jobs. Results include saving valuable time, accessing low cost solutions and having the most up-to-date information upon which to base employment-related decisions

Item# HRC15 – Fiduciary Audit and Assessment of ERISA-Covered Benefit Plans Conducted by a Consultancy with Former DOL Investigators on Staff (U.S. Only) 

ERISA Plan Sponsors pay much attention to retirement plan investments or healthcare plan design, costs and budgets but more often than not, they pay little or no attention to plan compliance and governance - perhaps under an assumption that the external TPA's are keeping a watchful eye on these matters. For Plan Sponsors in need of review, this specialized consultancy staffed with former DOL Senior Investigators, ERISA attorneys, investment, plan administration and governance specialists conducts a 40+ point DOL audit-like assessment and fiduciary review covering the entire plan process from plan design to current management / in-operation issues including plan compliance through fee and other disclosures. They work with the plan sponsor to identify strengths and weaknesses of each plan under review, develop detailed action plans to improve processes and can provide an updated "prudency report" each year 

Item# HRC16 Web-based HIPAA Training for Employers

Employers which provide health benefits for their employees are considered “Covered Entities” and are thus required to comply with the Health Insurance and Portability and Accountability Act (HIPAA). Employers are subject to significant fines and penalties from Health and Human Services (HHS). Education is central to positive compliance. This on-line training and testing video package comes in four parts - Privacy, Security, Penalties and Breach. It can save money, hours of time and provide required tracking of your employees’ training

Item# HRC17 - SaaS- Based, On-line, Self-Service Tool for HIPAA Compliance Insourcing

Most employers that sponsor a healthcare benefit plan must comply with the onerous HIPAA Privacy and Security (Title 1) regulations or face significant penalties, but they often find the cost of hiring a consultant to help them prohibitively expensive. This web-based tool allows employers to work through the compliance process on their own by providing all of the resources necessary to bring their health plan(s) into compliance with regulations. System features include templates for HIPAA policies and procedures, a library of relevant sample documents, a sample risk analysis, unlimited technical / system support and optional HIPPA consulting services as needed. This ‘Self-Service’ compliance tool provides one of the lowest cost comprehensive compliance options available since most of the work can be done by the employers themselves.