Your company is only as good as your people people. Your mission is our mission mission.Cost effective Human Resources solutions for small businesses.
We understand your business…We understand the challenges you face in today’s business climate.Effective Human Resources practices are more critical now than everbefore. It is essential that your employees are motivated and understandwhat is expected of them.Increasing competition, ever-changing technology, and continuing need todo much more with fewer resources are just some of the trends that may beplacing extraordinary demands on your organization.SWK’s HR ADVISOR has developed a broad variety of services that get youremployment practices back in compliance, prepare your company for thechallenges of tomorrow, while improving performance today. Ourcommitment is to quality and excellence---your excellence.Let us help you not only survive, but succeed. survive succeed Success starts with your people.
We have what you need. Table of We Understand Your Business HR Hotline Contents C t t We Can Help HR Learning Roundtables Employee Handbook HR Webcast Series Recent Employment Related Settlements Performance Management Other ServicesNascar 225 MillionWalmart 151 Million Screening & Selection Pricing (Limited Time Only!)Allstate 120 MillionCitigroup 98 MillionMicrosoft 97 Million Human Resources Audit Contact UsShell Oil 90 MillionUBS 89 MillionUPSS 87 illi 8 MillionEnron 85 MillionBoeing 72.5 MillionGeorgia Pacific 67 MillionUS Postal Service 61 MillionAIG 58.5 MillionMorgan Stanley 46 MillionMedcoM d 42.5 Million 42 5 MilliStaples 38 MillionMerrill Lynch 37 Million United Airlines 36 MillionWallgreens 20 Million
Empowering your business Our Human Resources services empower small businesses with knowledge,We can help. solutions and tools for success. If you have a small businesses and do not have the resources for a professional HR department; or have to reallocate employees t other pressing b i l to th i business matters, we can h l tt help. We offer solid Human Resources advice and services that small businesses sometimes neglect but critically need.Internet misuse at work is Introducing Kathleen Weiss, SPHR costing American Kathleen holds the designation of Senior Professional in Human Resources (SPHR) by the Human Resources Certification Institute. She offers 17+ years corporations more of experience in HR and management positions. Her experience extends to performance management, compensation, state and federal than $85 billion compliance, compliance employee relations hiring and termination issues and relations, annually Kathleen specializes in employee handbooks. in lost productivity. She is member of the Society of Human Resources Management, Morris County SHRM Chapter, NJ Organization Development Network, New Of time spent Jersey HR Networking Group, iCouldbe.org, New Jersey Compensation online at work, online at work Association , New Jersey Department of Labor Employers Committee Committee, 1/3 is 1/3 is personal. Human Capital Institute, New Jersey Business & Industry HR Policy Committee, Gibbs College Advisory Board and has completed the United ‐Websense, 2003 Way certified mentorship program.
Set the foundation for success. An effective and well written employee handbook is the foundation of Employee your employees’ success. Additionally, it provides the safest protection for the employer. Handbook H db k The handbook provides standards, expectations, declares employer rights, highlights employee rights, and offers a written employee acknowledgement for all standard practices relating to the employees. One of the most important roles a handbook can play is to preserve the at-will nature of employment.“Class actions Class actions The handbook improves communications between employers and exploded employees. A carefully drafted employee handbook can be an effective in ʹ08, employers continue to pay the price.” motivational tool - it can provide employees with a company history, set ‐HR Weekly, Jan 09 forth the companys objectives, and core values, and explain what role the individual employee plays in achieving them. “New Jersey is one Through a thorough analysis, we can revise or create a customized of states the hardest employee handbook that is in alignment with your company’s policies and culture. We offer flat rate services specifically designed for small hit.” businesses. ‐ Sayfarth Shaw Law Firm Call now f more information. for i f i
Top 10 reasons NOT to have an employee handbook (or an outdated one) Employee If you have an outdated employee handbook or none at all… great! Here are the top 10 reasons you should keep it that way. Handbook H db k #1 #2 You would like your employees to be as confused as possible. You don’t mind the cost and distraction of litigation. #3 It’s OK for HR to be inefficient, you can afford it. #4 You have stock in Tylenol. #5 It’s fun to play “Guess the Benefit” game. #6 Your favorite song is “Flirtin’ With Disaster.” Flirtin Disaster #7 “Fired at-will” means William was a victim of a drive by. #8 Setting expectations is so “yesterday”. #9 You have no standards, so why bother. #10 You thrive on stress. Yes, Yes we know we said Top 10 …but we couldn’t resist. but resist NJ Supreme Court awarded #11 You hope your employees’ motto is, “Ignorance is Bliss.” #12 Harassment is OK as long as long as no one snitches. $520,000.00 #13 Turnover rate = amount of pastries Uncle Joe can eat in an hour #14 Professionalism is overrated. in back pay to one worker in back pay to one worker #15 # No policy iis a good policy. i ifor Employee Handbook error.
Can you afford mediocrity? Generic performance reviews are for generic companies.Performance Accurate employee performance appraisals and goal setting is critical in helping organizations through an economic downturn.ManagementM t Your employees should be actively engaged in goals and activities that directly relate to your company’s bottom line. Small businesses today can’t afford mediocrity. Productivity or lack of it can determine a company’s Harvard A ten year continued growth and prosperity. Now more than ever, it is essential that each employee is producing at full speed. University study y showed 84% of those with no Each position within your company requires a very different skills set to be goals earned half as much as the successful. Simply put, you would not expect the administrative staff to 13 percent of those with goals in have the same skill set or goals as a sales manager, or the manager to their head. have the same skills as a customer service representative . Why use the same performance reviews for all your employees? ….and what about e pe e i i e goa The 3 percent with written goals setting goals? and action plans were Your company is not one dimensional and your employee performance earning ten reviews should not be either. Taking a concentrated approach to performance management has never been as critical; since companies times as much as the have to face doing more with less. other 97 percent combined. h b d We offer a flat rate fee. We can customize your performance reviews to That’s impressive. reflect the “picture of success” for the key positions within your organization.
The right person is everything.Screening & Hiring the right person really is everything. You just don’t have the time to properly read through hundreds of resumes, conduct telephone interviews, in person in-person interviews and reference checks. Not to mention the headaches Selection S l ti that go with it. In addition, are you sure you company’s interview process is complying with all legal guidelines of anti-discrimination laws? Our services will allow you to concentrate on the business at hand. Our flat rate Screening & Selection package includes: Consultation to identify the qualifications required for the position. The design of a customized interview model specific to open position. Job posting review and guidance Thorough screening of each resume provided within a specific time frame. Telephone interviews of candidates fitting your qualifications. Creation of a branded application bearing your company’s logo. company s logo “ Two – hi d Two –thirds Conduct in-depth interviews with the most qualified candidates. of U.S. workers who Reference checks of prior employers and references. Deliver final and most qualified candidates with client consultation. call in sick at the Provide an offer-letter template to whomever you extend a final offer. last minute do so for reasons other than physical illness. other than physical illness We l W also offer skills assessment tests f your finall candidates. A il bl t t ff kill t t t for fi did t Available tests‐17th Annual CCH Unscheduled include such items as MS Office, customer service, accounting, IT skills, Absence Survey medical knowledge, clerical, languages , typing and more.
Don’t leave anything to chance. Human In today’s competitive climate, companies must operate within the confines of a heavily regulated employee environment. This includes dealing with a myriad of complex laws and regulations including COBRA NJ CEPA, EEOC, OSHA, regulations, COBRA, CEPA EEOC OSHA Resources R ADAAA, FMLA, FLSA, Title VII, exempt and nonexempt compensation, discrimination and harassment, just to name a few. Audit Other Human Resources responsibilities and functions, such as employee documentation, interviewing and hiring, organizational development, job descriptions, descriptions performance evaluations workplace violence, discipline evaluations, violence discipline, termination, and an escalating number of employee benefit administration issues are also equally important. Our 600 point comprehensive HR Audit will clearly detail the strengths and“Audit your pay practices weaknesses of your company’s practices in the following 13 key areas: HR Administration Organizational Development now - before a wage and hour time Recruitment & Selection Diversity & Equal Employment Opportunity bomb explodes Education, Training & Development Safety & Environment in your face.” y Employee Relations Security Compensation Equipment & Facilities HR Magazine: Human Resources Planning Documentation & Information Systems Employer Audit Thyself Benefits
Your Virtual HR Department The HR ADVISOR Hotline is designed for small businesses that do not have HR Hotline expertise on staff. The HR ADVISOR Hotline will act as your “Virtual HR Department Department” with phone and email access to a seasoned HR professional who can provide answers to your employee related questions. We provide prompt, practical and confidential answers to your day-to-day human resource related questions. You can get professional assistance on issues such as discipline, discrimination, hiring, termination, wage and hour, benefits, recordkeeping, compensation recordkeeping compensation, employee relations and more. Our purpose is not more to provide legal counsel but to provide sound Human Resources advice and best practices from a certified Human Resources professional. Most importantly, we help you think through the intricate human resource problems that are a daily reality in every organization. In most cases your issues can be addressed and solved immediately But even if further research is immediately. necessary, we will always fulfill your needs within 24 hours. We offer pre-paid blocks of time or services on an as needed basis. Call us for“NJ Supreme Court allows up to more information. $20,000 per employee in damages and NO cap on d d NO punitive damages for CEPA violations.
“An investment in knowledge always pays the best interest.” ‐Benjamin Franklin HR Learning How it works… Our HR Learning Roundtable will be held monthly. Each participant will emailRoundtablesR dt bl their top three Human Resources related concerns or questions. Questions to be addressed will be selected prior to each meeting. All submitted questions will be reviewed and evaluated for group commonality, legal urgency, importance, and relevance. At each event, the groups challenges will be answered and group discussion time will follow. The group will be provided with such things as articles, white papers, webinar information, websites and information related to the event papers information websites, topics. Each participant will have at least one or more questions answered. HR Learning Roundtables are an innovative and cost effective way to: • Take advantage of low cost HR consulting services in a shared environment environment.“The f i h frightening part i • Gain insight and solve your company’s specific HR challenges. for businesses is that • Help protect your company by learning HR’s best practices. employees win • Be exposed to a diverse list of relevant and important topics. • Get real “how to” advice and not theoretical presentations. 71% of all employee related claims. related claims ” ‐Markus and Associates • • Understand the challenges and solutions of other small businesses. Network with other small businesses. Y N t k ith th ll b i You may need each other’s services! d h th ’ i ! Your first event is free! For more information, call 973.758.6122
“The only thing worse than …Webcast “The only thing worse than training an employee and seeing them go, is not training them and keeping them.” Series S i In no time in American history has there been so much change affecting Human Resources. Additionally, employees are becoming more legal savvy. With so much litigation surrounding wage and hour, harassment, discrimination, ADAAA, wrongful discharge and others, how can we be expected to focus on p p productivity and motivation? y It is critical to your business that the person responsible for your Human Resources duties is “doing things by the book.” This webcast series will give your company that crucial edge it needs. Subsc be o ou Subscribe to our monthly webcast training series. Our webinars are extremely o y ebcas a g se es. Ou eb a s a e e e e y cost effective and designed for small business that need practical and relevant Human Resources knowledge. Our live or pre-recorded webinars, training videos and podcasts are offered at a fraction of the cost of ordering on your own. We offer up to $300 seminars for a fraction of the cost, due to our collective delivery structure.
At your disposal… Other SWK’s HR ADVISOR gives small businesses the opportunity to concentrate on growing their organization. Our HR services empowers your business with knowledge, solutions and tools for success.ServicesS i Employee Relations Staffing & Outplacement Employee Documentation Review, Interview Candidates, Resume Employee Disciplinary Assistance, Development for Terminated Investigate Harassment Complaints, I ti t H tC l i t Employees, P E l Prepare for Reductions- f R d ti Termination Assistance, Coaching in-Force Compliance Employees Compensation & Benefits Conduct HR Audit, Create Wage & Hour Compliance, Job Employee Handbook, Develop Descriptions, Job Analysis, Open Policies , Present Handbook to Enrollment Assistance Employees Strategic Planning Management Coaching & Counseling Develop Organizational Charts, Set- Various Employment Issues, Up an HR Department, Customized Management and Executive Goal Forms, Develop HR Intranet Page Setting
Cost Effective Solutions Pricing We offer flat fee service for some of the most useful solutions and can customize our services to meet your needs FLAT FEE SERVICES - $899 eachFor a limited • Employee Handbook - Revise or create customized employee handbook time only!y • Performance Management -Design performance reviews and goall setting plans for your top 7 positions D i f i d tti l f t iti • Screening and Selection -Applicant screening from resume review to selection of top candidates • Human Resources Audit -Comprehensive 600 point HR audit, scoring and final recommendations • HR Hotline- Telephone Consulting -Prepaid block of 10 hours of telephone consulting services • HR Learning Roundtables or HR Webcast Series - Quantity of 12 roundtable or webcast events Additional Services • Competency Hiring Models $99 each • HR Hotline or HR Consulting * $115 per hour (15 minute increments) * On site travel fees may apply
Knowledge, Solutions and Tools for Success g, fContact Us Kathleen Weiss, SPHR Director of Human Resources Services SWK Technologies, Inc. 5 Regent Street Suite 520 Street, Livingston, New Jersey 07039 973.758.6122 P 973.758.6120 F firstname.lastname@example.org www.swktech.com www swktech com