Is Your Company in Compliance with all the H.R. Laws??

Does your company need a Human Resource Audit?
Regular audits or your HR practices are critical to ensure compliance and to minimize exposure to expensive lawsuits. But auditing is a risky business.
Collecting data about your workplace is an important part of HR management. For example, you may want to scrutinize exempt/nonexempt classifications or may wish to find out how the organization is doing with diversity, equal employment, or safety.

But there is a potentially big pitfall.

The results of these audits often show negative information. For example, results might show that your diversity program, affirmative action program, or safety program has produced substandard results. Or a climate survey might show that most employees think that management is discriminatory toward members of a protected group.

Unfortunately, these negative results are often discoverable in court if there's a discrimination or other type of employment lawsuit.
Whoops! The organization itself has created the evidence that will be used against it in court.

Contact a professional to handle your Human Resource Audit. Please contact me at info@frankiewilliams.com or www.frankiewilliams.com

Happy Anniversary to Me!

I started my consulting firm, Williams Consulting & Coaching Group one year ago. It has been quite a journey.I had many successes and I learned the areas of consulting that I love (talking to clients, helping them with their needs) and the areas that I don't love so much (tracking my time and billing). This year my focus will expand to more corporate clients although Veterinary Management Consulting is still my passion.

I also learned that if I don't write down my goals for the day, I don't get things accomplished. Now, I write a master list and pull from that daily. I also have a "business retreat" with myself the first Monday of each month to look at what worked and what didn't work.

I will be blogging more this year and hope that you find these posts meaningful for you. Let me know what you'd like to hear about.

Gotta run, Its time for my "Business Retreat",. Until next time... - Frankie

My Goals for 2011

I thought I would share my 2011 goals with you. I plan to not overwhelm myself with this list but to instead use them as my guide for a better life. I may not complete them all in 2011 but I now have a good start by writing them down.

* Continue to build my company Williams Consulting & Coaching Group
* Continue to develop this blog. (I have a vision.)
* Complete my PhD in Leadership at Capella University.
* Be present and patient. I get so much more done when I do this.
* Do More Public Speaking
* Take time for myself.
* Eat more bacon. (Yes bacon is that important!)
* Learn to scrapbook. I have my first class on January 18th.
* Simplify anything and everything I am able to.
* Continue to work on ability to FOCUS
* Dance more!

Merry Holidays

~“May you have the gladness of Christmas which is hope;The spirit of Christmas which is peace;The heart of Christmas which is love.”~Ada V. Hendricks

Does your company need a Human Resource Audit?

Regular audits or your HR practices are critical to ensure compliance and to minimize exposure to expensive lawsuits. But auditing is a risky business.
Collecting data about your workplace is an important part of HR management. For example, you may want to scrutinize exempt/nonexempt classifications or may wish to find out how the organization is doing with diversity, equal employment, or safety.

But there is a potentially big pitfall.

The results of these audits often show negative information. For example, results might show that your diversity program, affirmative action program, or safety program has produced substandard results. Or a climate survey might show that most employees think that management is discriminatory toward members of a protected group.

Unfortunately, these negative results are often discoverable in court if there's a discrimination or other type of employment lawsuit.
Whoops! The organization itself has created the evidence that will be used against it in court.

Contact a professional to handle your Human Resource Audit. This blogger can be reached at frankiew@frankiewilliams.com or www.frankiewilliams.com

COBRA Continuation Coverage Assistance Under ARRA

The American Recovery and Reinvestment Act (ARRA) provides a COBRA premium reduction for eligible individuals who are involuntarily terminated from employment through the end of May 2010. Due to the statutory sunset, the COBRA premium reduction under ARRA is not available for individuals who experience involuntary terminations after May 31, 2010. However, individuals who qualified on or before May 31, 2010 may continue to pay reduced premiums for up to 15 months, as long as they are not eligible for another group health plan or Medicare.

The Unemployment Compensation Extension Act of 2010 signed by the President on July 22, 2010, did not extend the COBRA premium reduction.

Individuals who believe they have been incorrectly denied the subsidy may request the Employee Benefits Security Administration review their denial and issue a determination within 15 business days. The application to request a review is available at http://www.dol.gov/COBRA.

California Jobs Credit

Did you know that California has a New Jobs Credit up to $3000 just for
hiring a full time employee? Get the information here: http://www.ftb.ca.gov/businesses/New_Jobs_Credit.shtml