HR Evaluation

Your HR & Safety Scorecard

HR Evaluation

Your HR & Safety Scorecard

HR Evaluation also known as Employer’s Business Review by the Industry Leader: Employer’s Guardian

A “3rd party Review” is a proactive way to evaluate one’s standing on labor laws, the ability to demonstrate compliance, and employee performance management. The report evaluates an employer’s ability to defend the top generators of employment litigation. Unfortunately, our litigious society targets ‘cracks in the armor’ and this can cause significant headaches for employers. The Review highlights those ‘cracks’, so you can develop a plan to mitigate those risks. The variables that control Employee Performance are evaluated against today’s best practices.

Schedule Your Review

Schedule Your Review

1 + 5 = ?

HR Evaluation also known as Employer’s Business Review by the Industry Leader: Employer’s Guardian

A “3rd party Review” is a proactive way to evaluate one’s standing on labor laws, the ability to demonstrate compliance, and employee performance management. The report evaluates an employer’s ability to defend the top generators of employment litigation. Unfortunately, our litigious society targets ‘cracks in the armor’ and this can cause significant headaches for employers. The Review highlights those ‘cracks’, so you can develop a plan to mitigate those risks. The variables that control Employee Performance are evaluated against today’s best practices.

“Education is what you get when you read the fine print. Experience is what you get when you don’t.”
– Pete Seeger

In our world, “experience” can be expensive.

HR Evaluation Covers:

  • Employer Liability
    • Compliant Hiring Practices
    • Discrimination and Harassment Exposure
    • ADA And Leave of Absence Liability Controls
    • Wage and Hour Liability
      • Meal and Rest Periods
      • Pay Practices
      • Time Tracking
    • Termination Practices
  • Safety
    • OSHA Compliance
    • Drug and Alcohol Controls
    • Workers’ Compensation Cost Controls
  • Employee Performance
    • Employee Development
    • Employee Feedback Quality, Consistency, Frequency
    • Progressive Discipline Quality, Timeliness, Effectiveness
    • Employee Performance Reviews

HR Evaluation Covers:

  • Employer Liability
    • Compliant Hiring Practices
    • Discrimination and Harassment Exposure
    • ADA And Leave of Absence Liability Controls
    • Wage and Hour Liability
      • Meal and Rest Periods
      • Pay Practices
      • Time Tracking
    • Termination Practices
  • Safety
    • OSHA Compliance
    • Drug and Alcohol Controls
    • Workers’ Compensation Cost Controls
  • Employee Performance
    • Employee Development
    • Employee Feedback Quality, Consistency, Frequency
    • Progressive Discipline Quality, Timeliness, Effectiveness
    • Employee Performance Reviews

What Our Clients Are Saying…

“From Cal-OSHA and labor law compliance to best managerial practices, Employers Guardian increased my awareness of potential problems allowing me to more effectively manage my company. Employers Guardian helps me to remain compliant and sustainable in these difficult times. Employers Guardian gives me peace of mind.”
Jeff Holzer, Owner, Bob Holzer Towing & StorageTowing, Santa Barbara, CA, 70+ employees
“Employers Guardian has taken us to the next level to insure that we are operating not only as a professional but also a responsible business. The employee’s now know what is expected of them and appreciate the fact that we have set a course to move forward. I sleep better knowing there is someone watching my back”
Craig Baker, Owner, Cupertino TowTowing, Brentwood, CA 55+ employees
“Employer’s Guardian truly lives up to their name. We rely on their HR expertise for designing profitable pay practices, reducing our risk exposure as an employer, making our work place safer, and enhancing our management skills. They continually surpass our expectations and have been instrumental in our company’s success.”
Geno Caccia, CEO, James Caccia PlumbingPlumbing, San Mateo, CA 30+ employees
“As the owner of a large Janitorial Company in Sacramento, I felt exposed to risk because we didn’t have the employment law knowledge required to be a successful employer in California.  We vetted and subsequently hired Employer’s Guardian to fill in those knowledge base gaps.  EG has built our foundation of compliance as well as coached me and my team to improve employee performance.  I feel much more confident about where my company stands today, thanks to Employer’s Guardian.”
Joe Pereira, Owner, Integrity Maintenance SolutionsJanitorial, Sacramento, CA 120+ employees
“In the time that we have been with your company we have become more knowledgeable and more confident in our business practices thanks to you. Throughout the years, our intentions were always good. We’ve learned however, that good intentions don’t necessarily equal compliance with employment law. Thanks to Employer’s Guardian, we’ve moved into compliance and have become more efficient and profitable as a result. This the best business decision Dick’s Automotive has ever made.”
Steve Sgarlatto, Past President, Dick’s AutomotiveTransportation, Campbell, CA 60+ employees
“Employer’s Guardian has given us the confidence to deal with HR issues that we used to ignore prior to using their services. As a manager, I personally have received the guidance that has taken me from an employee with an opinion, to a managing partner with a purpose. Our overall attentiveness to Human Resources, Management, and overall business sense has increased tremendously. The insight we have gathered from the services delivered by Employer’s Guardian has been an integral part in our company reaching its highest yearly sales total in company history!”
Marco Escobar, Partner, Microbiz Service CompanySecurity, San Francisco, CA 20+ employees
“It still amazes me that when I had a “professional” HR person on staff, my WC mod just went up and up. Fire the professional staff person, outsource and reap the benefits. I know now where the “professionals” really were. The quick way you cleaned up our open claims and made safety a priority has been immensely helpful. Your on-going reviews and recommendations keep us honest. Even though it was a struggle at first, your efforts are all paying off and you have a very grateful client.”
Bill Anson, President, Duralum ProductsManufacturing, Sacramento & Corona, CA, Las Vegas, NV 105+ employees.

Frequently Asked Questions

How much does it cost?

The pricing varies on quantity and complexity of policies reviewed, number of employees, layers of management, and other variables considered.  Generally, the report runs between $1,000 and $2,500; sometimes less; rarely more.  What is uncovered in the report can be worth tens of thousands of dollars.

As an HR Manager, could this report potentially damage my career?

This is a proactive measure and it demonstrates command of your department.  A 3rd party review and developing a course of action to remedy discovered risks would likely be a positive step along your career path.  That’s being strategic and welcomed by quality leadership teams.

Does this report stay private?

Absolutely.  This report stays between Employer’s Guardian and the company’s principles.  The report is NOT shared with government officials, for example Department of Labor or OSHA.  It is for your eyes only.

How extensive is the HR Audit, aka Employer’s Business Review?

To illustrate how much ground is covered, below is a list of items we’ll want to see for the investigative stage:

  • Please randomly pull two current employee personnel file jackets. (Ideally, one should be a long-term employee and one should be a relatively new hire.)
  • Please randomly pull two terminated employee personnel file jackets.  (Ideally, these should be recent terminations.)
  • Payroll Register one recent pay period, preferably if bonuses are paid
  • Time keeping rollup summary
  • If you use a corresponding Shadow File for employees, please pull these respective jackets also.
  • A printed copy of Job Descriptions, if different than what would be found in the above personnel jackets.
  • A printed copy of a Job Offer letter, if different than what would be found in the above personnel jackets.
  • A printed copy New Hire Paperwork and forms.
  • Organizational Chart detailing Span and Control
  • An example or two of a common warning or performance improvement plan.
  • If possible, please be prepared to describe who does what and the approximate time it takes:
    • New Hire Enrollment
    • Written Warnings – Creation, Review, Personnel File Placement
    • Initial Safety Training
    • Personnel File Maintenance
    • Termination Paperwork
    • Internal Investigations
    • Regular Safety Training – Material and Implementation
    • Recruiting, Job Posting, Resume/Applicant Screening
    • Drug and Alcohol Program Management
    • LOA Administration
    • Verification of Employment
    • UI Claim responses
    • WC Claims Management
  • If you have an Employee Handbook, please have a printed copy that I can take with me for review.
  • Copies of three or four randomly pulled Timecards, if applicable.
  • Mediation & Arbitration Agreement printed out that I can take with me.
  • If you have an IIPP (Injury and Illness Prevention Program), please have a printed copy that I can take with me, or at least one I can review.
  • Any written documentation regarding your company’s pay practice, for example, a Commission or Bonus Plan.  A commission sales agreement.
  • Recent months’ worth of Payroll Register

*All of the above information and the interview answers will remain confidential.

How is the report organized?

Each component of this 30+ page report, is grouped by category to ensure it is digestible.  Based on the findings, results are assigned:  Strength, Expense Control Opportunity, Opportunity to Reduce Risks, Performance Improvement Opportunity, and lastly, Compliance Concern.  Then, comments are provided as well as the applicable law or best practice.

How much time does the review take?

The review is a two-step process.  First is the intake.  This occurs at your location and commonly takes two hours; an hour and half for an interview/intake, and 30 minutes reviewing a sampling of personnel files, health and safety plan, and collecting other policies.  The next step is the delivery, and this also commonly takes two hours.  This can be done in-person or via GoToMeeting.

Is this just an elaborate sales pitch?

Not exactly. Certainly, we’d enjoy having every company that purchases a HR Audit become a full-service client of Employer’s Guardian, but this isn’t the place for that conversation.  Should we sell EG’s solutions during the delivery of the report, credibility goes out the window.  Our intention is to provide you with a quality review of your company’s practices and policies.  You’re purchasing a 3rd party audit, not a sales pitch.

Frequently Asked Questions

How much does it cost?

The pricing varies on quantity and complexity of policies reviewed, number of employees, layers of management, and other variables considered.  Generally, the report runs between $1,000 and $2,500; sometimes less; rarely more.  What is uncovered in the report can be worth tens of thousands of dollars.

As an HR Manager, could this report potentially damage my career?

This is a proactive measure and it demonstrates command of your department.  A 3rd party review and developing a course of action to remedy discovered risks would likely be a positive step along your career path.  That’s being strategic and welcomed by quality leadership teams.

Does this report stay private?

Absolutely.  This report stays between Employer’s Guardian and the company’s principles.  The report is NOT shared with government officials, for example Department of Labor or OSHA.  It is for your eyes only.

How is the report organized?

Each component of this 30+ page report, is grouped by category to ensure it is digestible.  Based on the findings, results are assigned:  Strength, Expense Control Opportunity, Opportunity to Reduce Risks, Performance Improvement Opportunity, and lastly, Compliance Concern.  Then, comments are provided as well as the applicable law or best practice.

How much time does the review take?

The review is a two-step process.  First is the intake.  This occurs at your location and commonly takes two hours; an hour and half for an interview/intake, and 30 minutes reviewing a sampling of personnel files, health and safety plan, and collecting other policies.  The next step is the delivery, and this also commonly takes two hours.  This can be done in-person or via GoToMeeting.

Is this just an elaborate sales pitch?

Not exactly. Certainly, we’d enjoy having every company that purchases a HR Audit become a full-service client of Employer’s Guardian, but this isn’t the place for that conversation.  Should we sell EG’s solutions during the delivery of the report, credibility goes out the window.  Our intention is to provide you with a quality review of your company’s practices and policies.  You’re purchasing a 3rd party audit, not a sales pitch.

How extensive is the HR Audit, aka Employer’s Business Review?

To illustrate how much ground is covered, below is a list of items we’ll want to see for the investigative stage:

  • Please randomly pull two current employee personnel file jackets. (Ideally, one should be a long-term employee and one should be a relatively new hire.)
  • Please randomly pull two terminated employee personnel file jackets.  (Ideally, these should be recent terminations.)
  • Payroll Register one recent pay period, preferably if bonuses are paid
  • Time keeping rollup summary
  • If you use a corresponding Shadow File for employees, please pull these respective jackets also.
  • A printed copy of Job Descriptions, if different than what would be found in the above personnel jackets.
  • A printed copy of a Job Offer letter, if different than what would be found in the above personnel jackets.
  • A printed copy New Hire Paperwork and forms.
  • Organizational Chart detailing Span and Control
  • An example or two of a common warning or performance improvement plan.
  • If possible, please be prepared to describe who does what and the approximate time it takes:
    • New Hire Enrollment
    • Written Warnings – Creation, Review, Personnel File Placement
    • Initial Safety Training
    • Personnel File Maintenance
    • Termination Paperwork
    • Internal Investigations
    • Regular Safety Training – Material and Implementation
    • Recruiting, Job Posting, Resume/Applicant Screening
    • Drug and Alcohol Program Management
    • LOA Administration
    • Verification of Employment
    • UI Claim responses
    • WC Claims Management
  • If you have an Employee Handbook, please have a printed copy that I can take with me for review.
  • Copies of three or four randomly pulled Timecards, if applicable.
  • Mediation & Arbitration Agreement printed out that I can take with me.
  • If you have an IIPP (Injury and Illness Prevention Program), please have a printed copy that I can take with me, or at least one I can review.
  • Any written documentation regarding your company’s pay practice, for example, a Commission or Bonus Plan.  A commission sales agreement.
  • Recent months’ worth of Payroll Register

*All of the above information and the interview answers will remain confidential.

For some companies, this is worth $1,200. For others it’s worth $300,000! Would you spend $1,000 to save $5,000? It’s a common savings.

Schedule a conversation, let’s talk.

For additional information, pricing, and/or free consultation, contact us. We’d be happy to discuss your situation.

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