People Working Together
Employees are an important asset for all businesses. Grandview HR Consulting partners with business owners to handle the administrative requirements pertaining to employees, so that they can remain focused on running their business.
Let’s work together to focus on the human aspects of your organization!
Personal attention is what sets Grandview HR Consulting apart. By providing human resources support to small and mid-size businesses, Grandview HR Consulting will be available for answers to quick questions, to address employee issues, or for customized solutions to any project, no matter how detailed, on an affordable hourly rate, project rate or retainer basis.
Schedule a complimentary initial consultation to find out how Grandview HR Consulting can proactively help your business. Together, we will focus on identifying your specific human resources needs and formulating a solid plan that will positively impact your employee practices and business going forward.
About Grandview HRC
Susanne Gallagher is an experienced human resources professional with a reputation for both tactical and strategic hands-on support. No matter what the size of the organization, Susanne’s focus is on the establishment and maintenance of compliant human resources policies and procedures. She is skilled in creating dynamic and lasting client relationships.
Prior to launching Grandview HR Consulting, Susanne worked in-house for twenty-five years, in Head of Human Resources or Human Resources Business Partner positions for privately and publicly owned organizations such as: AIG, Starr Companies, Jones Lang LaSalle, Financial Security Assurance, L+M Development Partners and it’s subsidiaries, L+M Builders Group and C+C Apartment Management.
Susanne has human resources experience across an array of diverse industries, such as: global insurance, asset management, financial guaranty, real estate development, construction and property management.
Her experience spans all facets of human resources, including:
- Project Management
- Policy Development
- Employee Relations
- Workplace Investigations
- Conflict Resolution
- Legal Compliance
- Succession Planning
- Performance and Talent Management
- Recruitment and Onboarding
- Compensation and Benefits
Susanne has a BA in Social Science and Education from Pace University and an MS in Organizational Management and Human Resources Development from Manhattanville College.
Susanne is a member of the Society for Human Resources Management (SHRM).
Grandview HRC Services
Mandated Sexual Harassment Prevention Training
Every employer in the State of New York is required to provide employees with sexual harassment prevention training pursuant to Section 201-g of the Labor Law.
Initial training for all employees must be accomplished by October 9, 2019.
All employers must have a written sexual harassment prevention policy that meets specific legislative requirements. Working with Grandview HR Consulting will ensure that the training your employees receive meets the minimum standards and that you have an approved written policy in place.
Questions and Answers
Has there been a situation with an employee that you weren’t sure how to handle? Managing people is never easy. You don’t want to become a manager who avoids difficult situations or decides to “wing it”. Working with Grandview HR Consulting offers you the opportunity to confidentially ask questions and receive the support and guidance you need.
Human Resources Compliance
HR audits can help identify whether a company’s HR specific practices or processes are adequate, legal and effective. The results obtained from this review can help identify gaps in HR practices. Working together we can then prioritize these gaps in an effort to minimize lawsuits or regulatory violations.
Employee File Management
Creation and maintenance of three specific employee files:
- I-9 File – Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States.
- Employee General File – This is a file that managers create for their own benefit. It contains any documentation associated with that employee that you’ve collected during their time with you. This includes resumes, reviews, disciplinary action, training verification, evaluations, W-4 forms, payroll details, and so on. You’ll use this file often.
- Employee Medical File – This file will contain confidential information pertaining to the employee’s benefits and medical information and must be kept in a secure location.
Employee Handbooks, Policies and Procedures
- Creating and Revising Employee Handbooks: The employee handbook explains your company’s policies and procedures, and communicates your expectations to employees. A good handbook also helps to protect your company in the event of a dispute.
- Revise and Review Policies and Procedures: Well-developed policies and procedures help to manage legal risk and allow you to outline the benefits and opportunities your company provides to its workers – this helps to improve workforce morale, worker retention and job satisfaction.
- Job Classification Analysis – Ensuring that each role is classified correctly (exempt vs. non-exempt) based on Department of Labor guidelines.
- Developing Job Descriptions – Companies benefit from writing job descriptions for their employees. Job descriptions aren’t legally required, but they’re important for compliance with federal and state labor and employment laws. They also establish guidelines for employee performance, which is a tremendous help when appraisal time rolls around.
- Effective Interviewing – Working with hiring managers on the basics of effective interviewing. Making sure you’re prepared to maximize the hiring process. What you can and cannot ask during an interview.
New Hire Orientation and Onboarding
- Creating and Revising Orientation Presentations and Onboarding Materials – Providing the tools that you need to ensure that new employees are excited about joining your company and setting them up for success. Let’s reassess how to assimilate new employees into the company culture and get them up to speed so they can be productive as quickly as possible.
Performance Appraisals and Establishing Goals
- Annual Performance Review and Goal Setting – Although not legally required, establishing written goals and an annual review of those goals has dual purposes. They help employees understand what is expected of them and they help managers when making decisions on raises and bonuses. And, although they may not say it, employees love to receive regular feedback.
Leave of Absence Administration
- Statutory Disability, Long Term Disability, Paid Family Leave, Family Medical Leave Act. Each of these state, federal or voluntary leave of absence programs require diligent administrative oversight; forms to complete and tracking of leave and return dates.
When there are issues with employees in the workplace or you just want a second opinion about how to handle a particular situation, here is how Grandview HR Consulting can help:
- Work with management regarding disciplinary issues.
- Draft Performance Improvement Plans or Progressive Discipline Memos.
- Respond to managers with advice regarding problem employees.
- Facilitate discussions between managers and employees.
When issues with employees become serious here is how Grandview HR Consulting can help:
- Conduct harassment (sexual and other) investigations.
- Conduct discrimination investigations.
- Conduct investigations due to other employee complaints.
All employees eventually leave a company either voluntarily or involuntarily. It is important to make sure that all separations are handled appropriately. Here is what Grandview HR Consulting can provide:
- Offer advice to management before involuntary terminations to maintain the legal rights of the employer and employee.
- Prepare and review documentation in preparation of terminations.
- Recommend and draft severance packages and separation agreements, if applicable.
- Participate in separation, lay off, reduction-in-force meetings.
- Develop communication strategies regarding separations.
Frequently Asked Questions
Whether you have 5, 25, 50 or 100 employees, your company needs the basic HR requirements:
- Employee Files
- An Employee Handbook with clear company policies;
- Posting of required state and federal notices.
- Annual sexual harassment prevention training that is interactive and includes required content.
- A written sexual harassment prevention policy that meets specific legislative requirements.
Without question, there is a lot more to human resources than the items listed above. Human Resources involves overseeing all things related to managing a workforce of any size. With regard to compliance with human resources rules and regulations, the “basics” is where business owners need to start and where Grandview HR Consulting can help.
Along with ensuring that you have the HR Basics covered, there are five common HR mistakes businesses make. These mistakes can cost your small business in the long run, both in money and wasted time:
- Wrong Hire
- No Job Definitions
- Improper Classification
- No Performance Documentation
- Ignoring Employment Laws
Once your headcount passes this threshold, you effectively trigger an avalanche of new reporting and compliance requirements:
- The Affordable Care Act – The Affordable Care Act (ACA) requires employers with more than 50 full-time employees to offer healthcare benefits.
- Demographic Reporting – The Equal Employment Opportunity Commission (EEOC) requires that businesses over a certain size annually submit a headcount report including race, gender, and role information. While private businesses don’t have to worry about demographic reporting until after crossing 100 employees, federal contractors need to comply once they hit the 50 mark. Note that the law does not distinguish between full-time or part-time workers.
- Family and Medical Leave – The Family Medical Leave Act (FMLA) requires companies with 50 or more employees to offer their employees up to 12 weeks of unpaid, job-protected leave. There’s one exception here—if your place of business is a public or private school, you’ll need to offer the benefit regardless of headcount.
- State and Local Laws – Never assume that you’ll only need to worry about federal rules. State and local governments often impose their own labor laws, many of which are tied to headcount. A growing number of states and cities even have separate minimum wages in place depending on company size. In New York, you’ll need to provide employees with 90 days’ notice for any mass layoffs or relocations. State and local provisions applied to companies with 50 or more employees are diverse and span all disciplines of HR.