HR Compliance
Human Resources Compliance Expertise
Human resource departments wear many hats. They are responsible for recruitment, compensation and benefits, performance management, office policies, administration, legal compliance, and much more. Specifically, legal compliance can present challenges for organizations and HR departments, depending on their resources and areas of expertise. At CCI Consulting, we empower businesses of all sizes to protect themselves and their employees by providing comprehensive compliance solutions.
HR Audits for Proactive Risk Management
Our HR audits help identify and address potential compliance issues before they escalate into costly problems that may escalate into punitive action. The two most common requests we receive are for the Fair Labor Standards Act and the Form I-9, but we offer specialized audits for various acts, including:
- Fair Labor Standards Act (FLSA): CCI Consulting will ensure adherence to wage and hour requirements, including minimum wage, overtime pay, and recordkeeping practices.
- Form I-9: We verify the employment eligibility of all your employees, ensuring compliance with federal immigration laws.
- Family and Medical Leave Act (FMLA): We assess your compliance with leave provisions for eligible employees facing serious medical conditions or family needs.
- Americans with Disabilities Act (ADA): We review your policies and practices to ensure equal opportunity and non-discrimination for individuals with disabilities.
- Anti-discrimination and Harassment Laws: We evaluate your workplace environment and policies to prevent and address unlawful discrimination and harassment based on protected characteristics.
Throughout the documentation review and process assessment, our team aims to pinpoint potential gaps and provide actionable guidance for corrective measures. Our proactive approach allows clients to demonstrate their commitment to legal compliance and mitigate their risk of exposure.
Unbiased Internal Investigations
When faced with internal complaints, accusations, or suspected misconduct, organizations often require workplace investigations. However, internal investigations may risk being accused of bias. Whether that accusation is legitimate or not, employing an unbiased, 3rd party contractor to conduct internal investigations will ward off accusations of bias before they have a chance to start. CCI Consulting offers impartial and meticulous investigation services to help organizations:
- Gather facts through interviews and document review.
- Objectively analyze evidence and establish conclusions.
- Deliver comprehensive reports with recommendations for resolution.
Our experienced investigators ensure a fair and thorough process, upholding workplace integrity and protecting both the organization’s and the employee’s best interests.
Cultivating a Respectful Workplace Culture
Investing in respectful workplace culture, diversity, and inclusion training is crucial for fostering a positive and productive environment. We work closely with organizations to develop and maintain a company culture that encourages staff to both design and implement policies that promote respectful behavior and deliver training programs to raise awareness. The result is that employees are better equipped to handle the challenges they may encounter in an increasingly diverse workplace. By fostering a culture of respect and trust, you can significantly reduce the risk of misconduct and legal complications.
Compliance Made Simple
Navigating HR compliance doesn’t have to be overwhelming. By working with CCI Consulting, organizations like yours gain access to:
- A comprehensive understanding of compliance obligations across federal, state, and local regulations.
- The development and implementation of effective policies and procedures to mitigate risk and ensure adherence to legal requirements.
- The benefits of ongoing support and guidance from our experienced HR compliance professionals.
Contact CCI Consulting today to discuss how our tailored human resources compliance services can safeguard your business and empower your workforce. Our team specializes in helping organizations like yours build a foundation for success.
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Case Studies
Challenge
A leading crane manufacturer experienced significant growth over the years and realized the need to conduct formal anti-harassment trainings at all of their sites across two states. Without ever having a formal HR department, the client was faced with various management approaches to any reports of harassment. Employees and managers were not receiving proper anti-harassment training on an annual basis and were lacking the proper knowledge to handle and report incidents.
Solution
HR Consultants partnered with the client to deliver on-site anti-harassment trainings at all client sites. The training sessions were interactive and provided the opportunity for dialogue and Q&A. Employees who were unable to attend an on-site training session received a digital presentation. Attendees were required to sign an acknowledgement of having received and fully understand the polices and information presented. All acknowledgement forms were placed into employee files.
Results
Potential harassment claims, which can go into the millions of dollars, were reduced. The organization transitioned into a more respectful workplace and implemented a formal complaint process. Employees were comfortable and able to come forward with more harassment issues with confidence in management to handle the situation effectively. Employees and managers became aware of proper record keeping and the process to follow when handling such incidents.
Challenge
The company had 300 employees in 20 states, many of whom worked remotely. All employees were classified as exempt, even though there were various duties and job levels within the company. Based on the 2016 regulations there was a risk that as many as 175 employees would be impacted by this.
Solution
An assessment of the current FLSA classifications of a privately-held company was conducted. CCI obtained job descriptions, organizational charts, annual salaries, and additional relevant data. Managers and department heads were interviewed to ascertain primary duties and responsibilities. Job descriptions alone are not sufficient to determine if the duties test is met.
Results
The potential for fines of over $1 million in back wages and damages was reduced. About 100 employees were classified incorrectly and had to change to non-exempt. Nearly 50 correctly classified exempt employees required a salary adjustment to meet the new salary threshold. The company acknowledged the need for change management and management training. CCI developed new policies, procedures, management training and communication for the impacted employees.
Challenge
An industry-leading crane manufacturer experienced significant growth over three generations and sought a professional HR partner to ensure legal compliance of their employment practices. The organization wanted to determine what measures to take to better manage HR procedures, and ensure current practices were legal and fairly and consistently implemented across the company. To assess their current state of HR, an on-site HR audit was required by the manufacturer in multiple sites and states.
Solution
CCI employs a three-phased approach to the HR audit process – document review and staff interviews, identifying gaps, and prioritizing corrective action. Prior to coming on site, CCI reviewed a collection of HR documents. HR consultants spent one day at every location reviewing documentation and current processes. Through interviews conducted with key staff members, document reviews, and on-site visits, HR consultants were able to define the client’s current state, identify HR and legal requirements for compliance, and deliver future state recommendations in order of priority.
Results
While the organization had been making strides to ensure legal compliance, there was opportunity for improvement in many areas including the pre-employment and application process, personnel files, hiring and onboarding practices, and job descriptions. At the conclusion of the audit, a full audit report was delivered and reviewed with Senior Management. CCI was hired for on-site HR support two-days a week to improve the HR practices highlighted in the audit and to partner with Senior Management and staff on day-to-day HR needs.
Challenge
A leading crane manufacturer experienced significant growth over the years and realized the need to conduct formal anti-harassment trainings at all of their sites across two states. Without ever having a formal HR department, the client was faced with various management approaches to any reports of harassment. Employees and managers were not receiving proper anti-harassment training on an annual basis and were lacking the proper knowledge to handle and report incidents.
Solution
HR Consultants partnered with the client to deliver on-site anti-harassment trainings at all client sites. The training sessions were interactive and provided the opportunity for dialogue and Q&A. Employees who were unable to attend an on-site training session received a digital presentation. Attendees were required to sign an acknowledgement of having received and fully understand the polices and information presented. All acknowledgement forms were placed into employee files.
Results
Potential harassment claims, which can go into the millions of dollars, were reduced. The organization transitioned into a more respectful workplace and implemented a formal complaint process. Employees were comfortable and able to come forward with more harassment issues with confidence in management to handle the situation effectively. Employees and managers became aware of proper record keeping and the process to follow when handling such incidents.
Challenge
The company had 300 employees in 20 states, many of whom worked remotely. All employees were classified as exempt, even though there were various duties and job levels within the company. Based on the 2016 regulations there was a risk that as many as 175 employees would be impacted by this.
Solution
An assessment of the current FLSA classifications of a privately-held company was conducted. CCI obtained job descriptions, organizational charts, annual salaries, and additional relevant data. Managers and department heads were interviewed to ascertain primary duties and responsibilities. Job descriptions alone are not sufficient to determine if the duties test is met.
Results
The potential for fines of over $1 million in back wages and damages was reduced. About 100 employees were classified incorrectly and had to change to non-exempt. Nearly 50 correctly classified exempt employees required a salary adjustment to meet the new salary threshold. The company acknowledged the need for change management and management training. CCI developed new policies, procedures, management training and communication for the impacted employees.
Challenge
An industry-leading crane manufacturer experienced significant growth over three generations and sought a professional HR partner to ensure legal compliance of their employment practices. The organization wanted to determine what measures to take to better manage HR procedures, and ensure current practices were legal and fairly and consistently implemented across the company. To assess their current state of HR, an on-site HR audit was required by the manufacturer in multiple sites and states.
Solution
CCI employs a three-phased approach to the HR audit process – document review and staff interviews, identifying gaps, and prioritizing corrective action. Prior to coming on site, CCI reviewed a collection of HR documents. HR consultants spent one day at every location reviewing documentation and current processes. Through interviews conducted with key staff members, document reviews, and on-site visits, HR consultants were able to define the client’s current state, identify HR and legal requirements for compliance, and deliver future state recommendations in order of priority.
Results
While the organization had been making strides to ensure legal compliance, there was opportunity for improvement in many areas including the pre-employment and application process, personnel files, hiring and onboarding practices, and job descriptions. At the conclusion of the audit, a full audit report was delivered and reviewed with Senior Management. CCI was hired for on-site HR support two-days a week to improve the HR practices highlighted in the audit and to partner with Senior Management and staff on day-to-day HR needs.
“We appreciate the comprehensive and disciplined approach that CCI takes in their work. They care about their clients, and it shows. They really listened and took the time to understand what we truly needed. The process, approach, communications, and concierge service provided differentiates CCI!” – Chief Human Resources Officer, Private Higher Education Institution
“We partnered with CCI during a crucial gap in our HR team, and the experience exceeded our expectations. Their representative seamlessly integrated into our culture, displaying the utmost professionalism, and understanding of our mission as a nonprofit. They not only maintained our HR operations but also elevated our practices, leaving us stronger and more confident in managing our workforce. Their expertise and dedication were invaluable, and we wholeheartedly recommend their services to any organization looking to enhance their HR capabilities.”
– President & CEO, Global Nonprofit Organization
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We welcome the opportunity to connect and support you across a broad range of all your talent and HR needs.
