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Preparation & Review of Employee Handbooks Terminations, Separations, Layoffs & Reductions in Force
Legally Required Harassment Prevention Training Employee Relations & Investigations
Diversity Awareness & Anti-Discrimination
Coaching & Training
Executive Coaching
Affirmative Action Plan Development & Implementation Training & Development and HR Speaker Topics
HR Expert Witness Testimony Human Resources Support
Job Description Preparation & Review Quality Senior-Level Support At Affordable Rates
HR Compliance Assessments/Audits Compensation & Benefit Surveys
Company HR Policies & Procedures Overtime Exempt vs. Non-Exempt Analysis
Conflict & Dispute Resolution

PREPARATION & REVIEW OF EMPLOYEE HANDBOOKS
When was your employee handbook last updated??

If your handbook has not been updated in the last two years, now is the time to do it! Don’t let an outdated handbook cause you expensive claims and legal fees. An updated, compliant handbook can help to protect you.

Are you confident your handbook complies with State and Federal Laws?

  • Leaves of Absence including Pregnancy Disability, Family Leave (FMLA, CFRA), Military Duty, Volunteer Firefighter, Witness Duty, Time off to Vote, and more….
  • Dress Code
  • Equal Employment Opportunity and Harassment
  • Rest Breaks and Meal Periods
  • Reporting pay, Call-back pay, On-call pay
  • Voluntary Make-up Time…and more!
Does your handbook accurately and adequately represent your Company’s policies and benefits?
  • Vacation/PTO
  • Voice Mail, Electronic Mail, Computer Files
  • Use of Vehicles for Company Business
  • Confidentiality
  • Proprietary Information…and more!

Click here to request additional information

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LEGALLY REQUIRED HARASSMENT PREVENTION TRAINING

CALIFORNIA STATE LAW: AB 1825

Let us help you comply with the law and reduce your risk associated with harassment and discrimination claims. Most people understand that it is the right of every employee to work in an environment free from harassment and discrimination. Our highly interactive training program is designed to take the questions out of harassment and discrimination and to comply with the requirements under California law. The workshop will provide information on what constitutes harassment, behaviors to avoid, recognizing victims and harassers, avoiding "accidental" harassment, how to handle a harassment or discrimination incident, and reporting harassment and discrimination to management.

Applies to:
  • California Employers & State Agencies - with 50 or more employees or independent contractors in California and elsewhere
  • Supervisory Employees - including managers, supervisors, lead persons, fore persons, etc.
  • Requirements:
  • Two Hours Every Two Years - for existing supervisory employees
  • Two Hours Within Six Months - for newly hired or promoted supervisory employees
  • Interactive Training By Experienced Facilitator - with knowledge and expertise in prevention of harassment, discrimination and retaliation
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DIVERSITY AWARENESS & ANTI-DISCRIMINATION COACHING & TRAINING
Do you need an effective intervention to address or prevent a complaint of harassment or discrimination?

By alerting your employees to potentially difficult situations, they’ll avoid harassing and disrespectful behaviors, creating a healthy environment for everyone, with no costly lawsuits. Through an engaging interactive model, participants will learn how to prevent harassment by examining their assumptions and stereo types, practicing effective communication, and resolving conflict. A diversity assessment tool serves as the catalyst for personalized dialogue with the objective of effective behavioral change based on insight into style and impact. Participants will gain an understanding of their behavior, and related personal and professional consequences. Behavioral feedback and learning will be translated into an action plan with accountability.

The workshop will explore the following questions:

  • What can I do to increase my knowledge of diversity?
  • What do my behaviors say about me?
  • Why do people claim harassment and discrimination?
  • How can I avoid workplace harassment and discrimination?
  • What are my responsibilities?
  • What’s unlawful harassment and discrimination?
  • What’s the Company’s policy against harassment and discrimination?
  • What happens if someone complains of harassment or discrimination?
  • How about retaliation?
  • What’s the liability for harassment or discrimination?
  • What is my reaction to people who are different from me?
  • How do my own perspective and my own experiences affect my interactions with others?
  • What can I do to prevent harassment and discrimination?
  • How can I increase my awareness of how others perceive me?
  • What’s in it for me to be perceived positively by others?

Click here to request additional information

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AFFIRMATIVE ACTION PLAN DEVELOPMENT & IMPLEMENTATION
Is your company a government contractor or subcontractor with 50 employees or more with government contracts of $50,000 or greater?

If so, you are required to have an Affirmative Action Plan (AAP) in place! The Office of Federal Contract Compliance Programs (OFCCP) requires government contractors to annually establish and maintain an Affirmative Action Plan.

We combine your company's personnel data with detailed area census data to develop reports reflecting the year's EEO performance. We thoroughly audit and analyze your data and merge it with EEO classification codes. Numerous statistical reports are then compiled from this information. After all reports are complete we write a concise but comprehensive narrative explanation of your company's goals and action plans.

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HR EXPERT WITNESS TESTIMONY (for employment related legal proceedings)
Do you need an experienced HR expert on your team?

Our President, Ann Marie Towle-Mason, M.A. SPHR has served as an HR expert witness providing professional opinions, depositions and testimony in complex legal proceedings.

Ann Marie Towle-Mason, M.A. SPHR

Qualifications:
Education: B.Sc. Business Management, University of Phoenix
M.A. Organizational Management, University of Phoenix

Experience:
For more than twenty years Ann Marie Towle-Mason has served as a senior-level HR leader and business partner. With significant experience in an internal role as a corporate HR executive, Ann Marie launched HR SOURCE Consulting, Inc. in 2002. She has performed numerous investigations into claims of harassment and discrimination and has served as an expert witness in legal proceedings. She has represented companies and plaintiffs.

Ann Marie has a Bachelor’s degree in business management, a Masters degree in organizational management, and is a certified Senior Professional in Human Resources (SPHR). She has been an instructor for HR and business courses at San Diego State University, California State University San Marcos and University of Phoenix. Ann Marie is a current board member of the Biotech Employee Development Coalition (BEDC) and former president of the San Diego Chapter of the Society for Human Resources Management (SHRM).

Attorney references available.

Click here to request additional information

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JOB DESCRIPTION PREPARATION & REVIEW
Do you have recent job descriptions for all of your positions?

Job descriptions are essential for the following purposes:

  • As a definition of the functions and responsibilities of a job.
  • As a mechanism for recruitment.
  • For employee training and development (establishing and updating performance standards).
  • For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).
  • In establishing legal defensibility (based on what the potential hire would be doing).
  • To determine FLSA classification (exempt vs. non-exempt related to overtime)
  • For assigning jobs.
  • To benchmark the company's positions against those described by descriptors in salary surveys.
We can assist you with the preparation of your job descriptions by gathering data from your employees and supervisors or if we can review and help you update your existing job descriptions

Click here to request additional information

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HR COMPLIANCE ASSESSMENTS/AUDITS
Are you confident in your HR compliance?

Be proactive with reviewing your HR practices before it’s too late.

The average cost to defend and pay out on an employment claim in California exceeds $300,000 and the average jury verdict in a sexual harassment case is more than $1 million. These staggering numbers do not even account for the internal costs to the company, such as poor morale, loss of productivity, higher turnover, and damage to your company’s reputation.

With employment litigation at an all time high, this in depth assessment of HR practices will help to reduce your potential for costly claims. HR Source Consulting, Inc. has developed a 175+ point checklist to audit compliance with Federal and State employment laws. In addition, your HR assessment will address compliance with company policies, procedures and standards. Upon completion of the assessment, a senior HR associate will discuss the findings with you. You will receive a detailed analysis of our findings, along with recommendations for correcting deficiencies and suggestions for improvement.

Areas to be examined include:

  • Required postings
  • Recruitment and Hiring
  • Orientation, Training and Development
  • Employee Files, Records and Retention
  • Conditions of Employment
  • Employee Handbook
  • Leave of Absence Policies
  • Wage and Hour/Pay Practices
  • Compensation/Benefits
  • Employee Conduct and Corrective Action
  • Terminations

Click here to request additional information

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COMPANY HR POLICIES & PROCEDURES
Do you have HR Policies and Procedures in place that are both consistent and compliant with the law?

Human resource management policies and procedures are vital for organizations that are serious about resolving personnel issues and reducing liabilities associated with inconsistent HR practices. HR Source provides clients with professional human resource advice, human resource policy solutions and employee handbook preparation services.

Our products and services are intended to help you maximize the effectiveness of your Human Resources function and reduce your risk of employment related claims. Our goal is to provide clients with customized HR policies that ensure you have consistent, well-written & legal policies and procedures.

Some HR policies and procedures for consideration include:

  • Proprietary Information and Non-Disclosure Agreement
  • Confidentiality Agreement
  • At-will Employment
  • Commission Plans
  • Ethics Code
  • Corrective and Disciplinary Action
  • Arbitration and Dispute Resolution
  • Sexual and other Unlawful Harassment and Discrimination
  • Dress Code
  • Leaves of Absence – FMLA, CFRA, USERRA, Pregnancy, Medical, and Personal
  • Paid Time Off – Vacation, Sick, Holiday, Bereavement
  • Severance Pay

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CONFLICT & DISPUTE RESOLUTION
Are disagreements between your employees affecting productivity and morale?

Do not avoid the conflict, hoping it will go away…It won’t. Even if the conflict appears to have been superficially put to rest, it will rear its ugly head whenever stress increases or a new disagreement occurs. An unresolved conflict or interpersonal disagreement festers just under the surface in your work environment. Everyone in your office and every employee with whom the conflicting employees interact, is affected by the stress.

Our mediation skills are useful in a wide variety of situations including conflicts between employees, different departments, and between employees and managers. Often, an independent third party can be most effective in resolving internal organizational disputes.

Our team of professionals has significant experience in successfully facilitating dispute resolution meetings and assessing organizational influences that impact the culture of positive conflict resolution.

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TERMINATIONS, SEPARATIONS, LAY-OFFS & REDUCTIONS IN FORCE
Did you know that disgruntled former employees are more likely to file employment claims?

Your policies and procedures related to terminations and layoffs can make a big difference in reducing your legal liabilities. If your organization is thinking about terminating an employee for cause, or downsizing, our strategies will minimize your risk as well as the damage to those employees you terminate or lay off and the employees who remain.

Our team has significant experience with:

  • Separation Strategies
  • Individual and Group Notifications
  • State and Federal WARN Acts
  • Severance and Separation Agreements
  • Separation Negotiations
  • Communications with Remaining Employees

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EMPLOYEE RELATIONS & INVESTIGATIONS (into claims of harassment and discrimination)
Do you need an independent third party to assist with difficult employee situations?

If you want to prevent employment claims or have received a harassment, hostile work environment, or discrimination claim from the Equal Employment Opportunity (EEO) Commission or the California Department of Fair Employment and Housing (DFEH) we can help! HR Source partners with a licensed private investigation company to conduct thorough, independent investigations for companies and the law firms that represent them. If immediate action is required, our experienced investigators work with your senior management team to perform objective, third-party inquiries without disrupting your organization's operations.

Helping resolve employee disputes and claims of harassment and discrimination, we provide a variety of cost-effective services, including:

  • EEO and DFEH Employee Relations Consulting
  • EEO, DFEH and Pre-Disciplinary Investigations
  • Pre-action Hiring, Discipline, and Discharge Consultation
  • Responding to EEO and DFEH Agency Complaints, Charges, and Inquiries
  • Conflict and Dispute Resolution
  • EEO and Legal Compliance Training
  • Sexual Harassment Training for staff and managers
  • Diversity Awareness Training
  • Manager training - Overview of federal and state employment laws

Click here to request additional information

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EXECUTIVE COACHING

Do you (or one of your employees) need a confidential, convenient and cost-effective way to accelerate success, giving you a major competitive edge?


Coaching was once viewed by many as a tool to help correct underperformance, today it is becoming much more widely used in supporting top producers. In fact, in a 2004 survey by Right Management Consultants (Philadelphia), 86 percent of companies said they used coaching to sharpen the skills of individuals who have been identified as future organizational leaders.

Our team of professionals is here to provide a powerfully rich learning environment and help focus corporate and individual energies to obtain a clear vision of what is needed to achieve their goals.

Potential Candidates:

  • Those who want to learn what it takes to become a great leader.
  • Talented management who are candidates in succession planning but deficient in their leadership and communication skills.
  • Technically proficient individuals who lack the political will or savvy to both promote and gain acceptance for their ideas.
  • Executive women who want to break the glass ceiling by learning the invisible rules of the game.
  • Inexperienced managers whose development is paramount to organizational success.
  • Established leaders who are approaching burnout and need assistance in balancing work/life or handling aged-related personal crisis.
  • Long-term employees who resist or who have not kept up with organizational change.
  • Strategic thinkers who want to plot new initiatives for their department or organization.

Click here to inquire about our various Coaching Packages

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TRAINING & DEVELOPMENT AND HR SPEAKER TOPICS

Do you want to increase employee productivity and leadership effectiveness?

HR Source offers customized, interactive workshops, seminars, and webinars as well as motivating and informational HR key note speaker topics for your next event.

Some Topics We Offer Include:
  • Effective Communications: A thoughtful employee communication strategy can increase employee understanding and morale, improve productivity, and win support during challenging times.
  • Leadership Skills: New or seasoned managers will benefit from these proven strategies and tools to correct the deficiencies that keep them and their subordinates from achieving peak performance.
  • Customer Service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers.
  • Diversity: Diversity training includes explanation about how people have different perspectives and views, and includes techniques to value diversity
  • Business Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace.
  • Time Management: With added responsibilities and pressure to do more with less, learning to effectively accomplish a myriad of priorities is a crucial skill to achieving personal and organizational success.
  • Conducting Effective Performance Appraisals: Supervisors will learn how to avoid pitfalls and use the performance appraisal process to get the best from their employees.
  • Goal-Setting using SMART Objectives: Effective organizations link employee goals to those of the company. Learning to set goals that are specific, measurable, attainable, realistic and time-bound will increase the likelihood of success.
  • Team-building & High Performance Teams: Successful team building will have far reaching ramifications in your organization.
  • Conflict Resolution: The increased stresses of today's workplace can include misunderstandings and conflict.
  • Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding accidents, etc.
  • Legally Required Sexual Harassment Prevention Training: California AB 1825 compliant for managers and employees, provided on-site or via webinar to groups or individuals.
  • Recruiting and Retaining Top Talent: Selecting and retaining the right people has a huge impact on your business.
  • Dealing with Discipline & Improving Performance: You'll find out how to deal effectively and decisively with lack of cooperation, procrastination, insubordination, sloppy work, and complaining.

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QUALITY SENIOR-LEVEL HR SUPPORT AT AFFORDABLE RATES

How can we help you?

  • Do you need HR support without the overhead expense of a full-time employee?
  • Do you have a need for assistance with a specific HR project?
  • Do you want access to a HR professional on as-needed basis?
  • Do you require a temporary HR professional on an interim basis?

On-going HR Support Packages:
Select from this list to customize your support package:

  • Unlimited access to a HR professional (via e-mail and telephone)
  • HR policies, procedures, forms (including training on their use)
  • Management coaching
  • On-site support-(full-time, part-time and as-needed)
  • Monthly retainer
  • Full outsourcing
  • Significant discounts (on HR compliance audit, employee handbook, harassment prevention training, etc.)

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COMPENSATION AND BENEFIT SURVEYS
Are you competitive in your compensation and benefit programs?

In this time of economic uncertainty, it is critical to attract top talent and retain star performers who will drive your organization’s success in difficult market conditions.

You cannot afford to guess about compensation rates of employees or make "across the board" salary increases or freezes. A modest investment in current market data will help you allocate your compensation and benefit dollars wisely and in the right places.

Let HR Source assist you in gathering confidential compensation and benefits information from your competitive set. We have experience in several industries and specialize in surveys for the hospitality industry.

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OVERTIME EXEMPT VS. NON-EXEMPT ANALYSIS
Are you confident your positions are correctly classified?

In order to avoid violating Fair Labor Standards Act (FLSA) regulations, all jobs should be classified as either exempt or non-exempt from overtime pay. Otherwise your organization could be subject to back pay fines and penalties. And the cost can be staggering. Recent class action suits have cost employers such as IBM, Morgan Stanley, and Merrill Lynch $65 million, $42 million, and $37 million respectively.

It may be a shock to discover that yes, you do have to pay your receptionist overtime. Or do you?

The process of determining whether an employee is exempt or non-exempt can be confusing. But employers need to determine their employees' classifications in order to pay them in an appropriate, legally compliant fashion. While most exempt employees are required to receive a salary, salaried workers are not necessarily exempt.

Being classified as "exempt" means an employee is not subject to either your state's labor code or the federally mandated (FLSA). In short, it means the employee doesn't have to be paid for working overtime. To determine an employee's exempt status, your company must follow the more stringent of the regulations outlined by either your state's labor code or the FLSA. If your state doesn't have a labor code, then you must follow the FLSA.

HR Source will assist you in analyzing your positions using the criteria outlined by your state’s labor code and the FLSA.

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