HR Alternative Consulting | School Risk Checklist

What if you could find an ALTERNATIVE to your
school’s human resource challenges?

HR Alternative Consulting specializes in professional human resource consulting services for schools and school districts. Could your school’s budget handle the costly federal and state penalties or an employment lawsuit which could cost your school much more than money?

Take my 10-point Human Resource Compliance Checklist Test:

Yes	No	Don't Know
			Are the school’s HR responsibilities coordinated by an experienced HR staff member, who plays a key role on the administrative team?
			How long since your school reviewed the Employee Handbook, and is it complete and up-to-date?
			Has your school conducted a Human Resource Evaluation to determine current HR needs and predictors of potential HR problem areas?
			Are all HR cost areas, including employee benefits, reviewed annually in order to maximize effectiveness while controlling costs?
			Is your school in compliance with federal and state laws, and do you have a staff member who regularly reviews new and updated government regulations?
			Are your Administrative jobs and titles in compliance with FLSA (exempt/non-exempt) regulations?
			Do you have a solid disciplinary and termination policy in place to protect your school against wrongful termination suits?
			Do you have an effective harassment policy in place? Have you conducted staff harassment training, and does your staff know what to do if and when harassment takes place?
			Do you have an effective and consistent employee interview and selection process in place that keeps you safe from discrimination law suits? Are you confident that your staff is not asking illegal questions?
			Have you reviewed your employee files and updated your Job Descriptions in the last year?

Do you have additional questions and concerns?
Call Ann Fisher at HR Alternative Consulting today - (317) 852-3590!




Studies by the U.S. Department of Labor show Businesses often spend as much as $125,000 defending themselves against disgruntled employees. The Equal Pay Act of 1963 Applies to most employers with ONE or MORE employees – payment discrimination between men and women, with similar responsibilities within the same organization.

Website Designed by Buckaroo Marketing | New Media