ChicagoHRVirtuoso by Complete Concepts Consulting

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noreply@blogger.com (ChicagoHRVirtuoso) — Thu, 10 Nov 2011 19:43:00 +0000

Greetings and thank you for visiting ChicagoHRVirtuoso. We have moved our Blog to better serve our readers. Click the link for more information and to get the latest news from ChicagoHRVirtuoso

We look forward to bringing you the latest Human Resources Compliance and Business news.

Thanks to all of our readers!

Do you have a People Strategy for 2012?

noreply@blogger.com (ChicagoHRVirtuoso) — Tue, 01 Nov 2011 16:31:00 +0000

If you have read my blog posts in the past, you know that I typically write about topics in HR news, Compliance, or small business. This post is a little different; I woke up this morning thinking about all of the year end tasks that we must begin working on. As a business owner, I want to have a solid plan going into 2012 that address issues like:

· Business Growth/Development

· Marketing and Communications Strategy

· Lead Generation through the Holidays

· Budget and Sales Forecasting for next year

· Web, Social Media and Brand Strategy

· Maintaining Service Levels Through the Holidays

In the midst of all this, the one thing that is often forgotten is what I believe to be one of the most important strategic planning steps, your People Strategy.

What is your plan for managing your employees? Do you plan to grow or shrink? Will you give bonuses or raises this year? Will those payments be tied to performance? Will you conduct performance evaluations? What have you allocated for employee expenses in 2012? Will you conduct an end of the year compliance check?

The list of questions can go on and on. I must admit, when I called for a meeting with my leadership team today, our agenda is full of everything except for people planning. We have to remember that our employees help move our company forward and we can’t leave them out as we plan and prepare for 2012.

We all know that our employees, whether we have one or one-hundred can make or break the business. Have a plan for developing and growing your staff to be outstanding employees. This will lead to better customer experiences, higher productivity and will perpetuate business growth.

Now before you start thinking that this could cost you big money, think outside of the box or what is perceived as the norm for Human Resources/People Planning. Find unique solutions that meet the needs of your business within a budget that makes sense for you. Account for these expenses in your 2012 budget and make this a necessity. You have to be a step ahead of your competition at every turn, incorporate a great People Strategy to leverage your business as an industry leader.

I will end this post with a quick tip: If you don’t have a People Strategy for 2012, start working on one today!

Written By

Melonie Boone MBA, MJ, PHR

Co-CEO and Owner

Complete Concepts Consulting

About us:

Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010

Complete Concepts Consulting (CCC) Teams Up With GroupHelix

noreply@blogger.com (ChicagoHRVirtuoso) — Thu, 27 Oct 2011 11:00:00 +0000

October 26, 2011

Complete Concepts Consulting (CCC) teams up with GroupHelix to help attract new leads to our website, convert leads into clients, as well as manage and analyze customer relationships!

Click here to learn more

GroupHelix is an all-in-one digital platform to help companies attract new leads to their website, convert leads into clients, and manage and analyze customer relationships. By intertwining the web, social media and mobile technology, GroupHelix, grouphelix.com, offers a custom solution and strategy uniquely fit to the needs of each client. With a simplistic control panel, CCC will be able to control our website content with a few clicks, we can change our mobile content in less than 10-seconds, control how to get our leads online, monitor our competition, manage our marketing and customer relationships, and measure engagement with click-of-a-button analytics.

GroupHelix is a custom simplistic and holistic lead generation and customer relationship management (CRM) solution or it can be just a few of these feature bits, depending on what a business needs. “We are very excited about the partnership with GroupHelix. They have captured our vision and produced a one-stop spot for us to engage current as well as potential clients in a fun and creative medium; all while continuing our commitment to being a forward thinking progressive HR consultancy” says Complete Concepts Consulting’s Co-CEO Melonie Boone.

With GroupHelix, CCC is able to easily take control of our digital world including social media strategy, web content changes and additions, how we track and manage candidates and applicants, segment candidates together according to qualifications and hiring potential, stay connected to those we wish to consider for other positions in the future and build portals for communicating the latest employment regulation updates, and using our new client portal offering training videos or posting content for our client groups. CCC is able to quickly and easily obtain real-time website and contact metrics to make more informed decisions and move quickly. With GroupHelix's ongoing partnership, scalable applications and CCC's niche business model, we are poised to continue thriving and now have technology that will enable us on our growth trajectory.

The new site it set to launch on November 7, 2011. Visit www.CompleteConceptsConsulting.com to be a part of the HR Revolution. Complete Concepts Consulting is simplifying HR for Business!

About Us:

Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions. CCC offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

Contact:

Stephen Polutnik

Director, Client Services
Complete Concepts Consulting
spolutnik@completeconceptsconsulting.com
www.CompleteConceptsConsulting.com
(773) 294-0010

Amy Nedoss
Director
GroupHelix
Amy.Nedoss@GroupHelix.com
www.grouphelix.com

###

Are your employees looking for a new job?

noreply@blogger.com (ChicagoHRVirtuoso) — Mon, 17 Oct 2011 10:00:00 +0000

So you may be thinking that your employees are happy and even if they’re not, they wouldn’t be thinking about leaving in this economy right?

While there are still millions of people unemployed, it is not stopping those who are employed from looking for better opportunities. In fact, with the rise in “Unemployment Discrimination” some employers who are hiring will pay more attention to an employed applicant than an unemployed applicant. This new practice is wrong but gives employed applicants’ preferential treatment in the interview process and a greater likelihood of gaining employment with another company, maybe even your competition.

Did you know that nearly 70 % of organizations report having difficulties in replacing staff and one in four of new hires will leave within 6 months? Couple these challenges with employees who feel over worked underpaid and underappreciated and you have disenfranchised employees who are prepared to walk the first good opportunity they get.

So what can you do to retain your employees and minimize the costs of high turnover?

It all starts with hiring the right person.

· Making sure the candidate is a good fit before the first day of work is critical. It all starts with sourcing candidates from the right place. While Monster and CareerBuilder have always been the staple go to, branch out and explore LinkedIn, niche job boards that pertain specifically to the job function you are recruiting for and don’t under estimate the power of your network. A quick email to your network could result in a referral that is a perfect match.

· Use the interview as your opportunity to get to know the “real” candidate. Every time you sit down with a candidate, they put on their interview face . When the candidate has on their interview face they tell you everything you want to hear. They have memorized the job posting, researched good answers to common questions and smile the entire time with great eye contact. To get beyond the interview face combine a structured interview process with behavioral based questions. Set clear company expectations and position requirements. Incorporate more than one hiring manager and don’t hesitate to have follow-up interviews to clarify any concerns.

· Don’t rush the hire and neglect conducting proper due diligence. We encourage companies to conduct background screenings, always check references and verify the candidates background. Taking this step should be combined with all the information obtained through the interview process to aid you in making the hiring decision.

· Make it a great start. Once the position has been offered and the first day has been set, start the new hire off on the right foot. A new employee orientation can go a long way in setting the tone for your new employee. Make them feel welcomed and a part of the team. Training from day one helps build the foundation for a successful relationship.

So you have a great team now how do you keep them?

· Make employees feel valued. Create a culture that embraces and celebrates your employees and their accomplishments. Train, mentor and develop your team from top down. Reinforce your employee’s value through recognition and make your organization the place your employees enjoy coming every day.

· Provide feedback and opportunity for growth. Incorporate a performance management process that hold employees accountable, provides feedback and promote from within giving opportunity for growth.

· Build trust and confidence in the leadership team. Live and breathe your mission, vision and brand! Employees have to trust their leaders and believe that they have the competence and passion to grow the business. Inspire your employees to be the best they can be and follow that mantra in everything that you do.

It is no secret that happy employees are one of the most important components of your brand strategy. Remember if you recruit the best person for the job and nurture them as employees you can create a great place to work and your business will thrive.

About us:

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010

Can they really sue me for that?

noreply@blogger.com (ChicagoHRVirtuoso) — Wed, 28 Sep 2011 16:28:00 +0000

“Can they really sue me for that!” this is statement made by almost every employer who finds out his employees are suing the company. Many small businesses don’t have the resources to staff a human resources department for their business. Some will go as far as arguing that they do not need it. Small businesses are taxed with day to day operations and growing their businesses; they typically aren’t employment law experts. We mustn’t forget that employees need to be appreciated, motivated and guided.

A recent example of a common compliance misstep is Groupon. They are currently facing a potential class action lawsuit by sales representatives who were not paid for overtime. Groupon is not alone; Wage and Hour laws are routinely violated by an estimated 70% of businesses in the US. The Groupon suit says the three-year-old daily-deal business didn't pay sales employees overtime, or under paid them, violating wage laws. Now the new start up that has not yet made profit is battling with its own employees; spending millions of dollars to resolve these issues. It is critical to have a compliance partner to help your business avoid issues and save money spent on costly lawsuits.

Is your company protected? If not, find a compliance expert that can help you navigate through the employment law maze. Complete Concepts Consulting offers a complementary human resources compliance audit to help you take the first step in protecting your business. We take care of your HR needs and help you focus on what running your business. Contact us today to learn more about our services and how are simplifying HR for small business.

Contributing Writher

Eugenia Tibamanya

Client Services Intern

Complete Concepts Consulting

About us: Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010

Sources:
http://www.chicagobusiness.com/article/20110909/NEWS07/110909881/groupon-sued-over-unpaid-overtime

What's keeping you up at night?

noreply@blogger.com (ChicagoHRVirtuoso) — Mon, 19 Sep 2011 02:00:00 +0000

The age old question that almost every business owner or CEO is asked "What keeps you up at night," has got me thinking. It's 2:34 am on a Tuesday morning and I am up with my mind on growing my business. Asking myself, what’s our competitive edge? What can we offer our target market that no one else does? How do we market it and get our message out?

These are all questions that you may be asking yourself.

What keeps you up at night?

Company growth
Managing employees
Being a step ahead of your competition
Evolving your business to meet the demands of the changing economy
Or one of the many other complex issues business leaders are facing!

Complete Concepts Consulting was birthed out of the notion that business leaders are taxed with so many issues that keep them up at night and managing employees should not be one of them.

We are a cut above the rest offering HR In-sourcing to the companies that need it most, small to mid-sized businesses.

So you are probably thinking to yourself, what is HR In-sourcing, she must mean HR Outsourcing? The answer is no, I mean HR In-sourcing.

So what is HR In-sourcing?

HR In-sourcing is the best way to describe our full service HR Consulting Methodology. We function as your in-house HR team for a fraction of the cost of staffing one. What differentiates us is we incorporate HR compliance with non-conventional HR practices to meet the unique need of your business. We work within your organization fostering your company's culture and beliefs and pushing forward you goals. We are on-site working with you from strategic level executive planning through day to day administration and everything in between.

We bring you over 25 years of combined HR and customer service experience; knowledge and most importantly we deliver results that save you money and helps you mitigate risk. Our client first philosophy makes meeting your needs our top priority!

To learn more, contact:

Stephen Polutnik

Director, Client Services

SPolutnik@completeconceptsconsulting.com

(773) 294-0010

What's your plan for Succession?

noreply@blogger.com (ChicagoHRVirtuoso) — Mon, 12 Sep 2011 15:30:00 +0000

When Steve Jobs recently retired from Apple, it got a lot of companies thinking about their executive successors. Lucky for Apple its new CEO Tim Cook has been with the company for a long time and had already been standing in as CEO with Steve Jobs absences.

What would you do if you were unable to manage your business or if your best manager left the company?

Here are a few tips that can help so that your management successor is ready when you need them:

1. Identify

Measure the performance of your employees to help you identify your top talent. This is an objective way of determining the right employees to include in your succession plan for future management positions.

2. Development

Other than planning who should succeed, develop your staff so that they will be prepared to succeed. Anything can happen between today and tomorrow so be prepared.

3. Measure outcomes

Keep track of your employees’ successes. Whether they treated a customer well, or they innovated a product; keeping track of their big and small success helps you evaluate your succession plan easier.

4. Keep it simple

Usually companies keep adding exclusive complex assessment criteria to the succession planning process in an effort to improve the quality of the assessment. What they forget is that succession planning is a process, so it doesn’t have to be perfect but improve with time.

5. Stay Realistic

Always be able to distinguish good leaders from good performers. Usually while choosing successors we tend to look at our best performer. This is good, because we all know that a good leader should also be a good performer. However, the makeup of a good leader is multifaceted. Focus on your best performer(s) and choose someone who can balance both roles.

One final point to remember is “Only give the promise of succession if there is a realistic chance of its happening!”

Contributing Writer:

Eugenia Tibamanya

Client Services Intern

Complete Concepts Consulting

Sources
http://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html
http://hbr.org/

Is your business prepared for a disaster?

noreply@blogger.com (ChicagoHRVirtuoso) — Thu, 01 Sep 2011 18:50:00 +0000

Did you know that almost 40% of businesses that close due to disaster never re-open?

The busy hurricane season is well under way and winter storms are right around the corner. Natural disasters are not the only threat lurking in the shadows; man-made disasters like fire which is the number 1 threat to all businesses could put you company at risk.

So what’s your disaster plan? How will you stay connected to customers, vendors and staff? How long will it take you to bring operations back online?

Having a plan for natural and man-made disasters that identifies the critical necessities is imperative.

A few important things to include in a business continuity plan:

· Safety and evacuation plan with employee training

· Safety/Emergency Committee

· Temporary work space for immediately following a disaster

· Communications Plan

· Technology security and records back-up

· Accessible database of customer, employee and vendor contact information

· List of resources needed

· Emergency supplies

· Insurance information readily available

You have to plan in advance to successfully manage an emergency situation. The plan is just the first step; train managers and employees. Being able to properly assess each situation, use the necessary resources to ensure everyone’s safety and having the ability to recover.

Resources for more information:

http://www.fema.gov/
http://www.weather.gov/
http://www.nhc.noaa.gov/
http://www.ready.gov/business/index.html
http://www.sba.gov/category/navigation-structure/loans-grants/small-business-loans/disaster-loans

About us:
Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

For more information contact:
Stephen Polutnik
Director of Client Services
spolutnik@completeconceptsconsulting.com

Does your company use Credit Reports when making Hiring Decisions?

noreply@blogger.com (ChicagoHRVirtuoso) — Wed, 10 Aug 2011 14:23:00 +0000

This morning I came across a great blog post that I believe every business using credit checks when making hiring decisions should read. The content of this post is brought to you by Prime Pay: Payroll and Business Experts Blog.

FROM PRIME PAY: PAYROLL & BUSINESS EXPERT BLOG.....A Dodd-Frank Act amendment to the Fair Credit Reporting Act (FCRA) went into effect July 21, 2011. Bruce Richards, an attorney with Taylor English Duma LLP in Atlanta and formerly general counsel with the credit reporting agency Equifax, said that one of the amendments to the FCRA deals with the use of credit scores by anyone who takes adverse action based on the scores.

If an employer uses a consumer report that includes a credit score in order to determine eligibility for employment, the employer will be required to disclose:

That a credit score was used
Information on the credit score, including the credit score itself
The identity of the agency that provided the score so that an applicant may contact the agency to correct any error

When Might Employers Use Credit Scores in Their Hiring Process?

Most employers don’t use third-party scores. They instead order background checks and sometimes credit reports, Richards noted. But he said that in highly sensitive situations a number of companies seek credit scores from credit reporting agencies when financial assets are at risk. For example, an employer that is seeking to hire someone for a position that involves access to cash or other liquid assets might want to be particularly careful in hiring to make sure that they do not select someone who is in need of cash and might be at a greater risk of stealing. The employer in this circumstance might decide to use credit scores as part of the hiring process.

Steps Employers Must Take Prior to Taking Adverse Action

Under the FCRA, prior to an employer taking adverse action against an applicant or employee based wholly or partly on the information contained in a consumer report, the employer must first provide the applicant or employee with a copy of the report, along with a written description of his or her rights under the statute (including the right to request disclosure of the nature, sources and recipients of any credit report). According to the FCRA, “adverse action” includes the “denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee.”

Whenever any adverse action is taken against an applicant or employee, either partly or wholly because of information contained in a consumer report, the employer must provide him or her with:

Oral, written or electronic notice of the adverse action
The name, address and phone number of the consumer reporting agency that furnished the report
A statement that the consumer reporting agency did not make the decision to take the adverse action and is unable to explain the specific reasons behind the decision
In addition, the applicant or employee must be notified of his or her right to dispute the accuracy of the report.

Often, small employers aren’t aware of their obligations under the FCRA, such as getting an applicant’s or employee’s consent to order a credit report, Richards said. Some employers fail to provide the appropriate “pre-adverse-action” notices to applicants, which are required in order to enable the applicant or employee to address or clear up any potentially erroneous information.

Richards remarked that it is “clear that employers that consider using credit scores need to be aware of their obligations.”

(The majority of the content for this blog article was written by Allen Smith, J.D., SHRM’s manager of workplace law content.)

Source:

http://blog.primepay.com/payroll-business-experts-blog/bid/64510/Important-News-for-Employers-Using-Credit-Scores-When-Hiring?source=Blog_Email_[Important+News+for+E

What does an employee lawsuit really cost?

noreply@blogger.com (ChicagoHRVirtuoso) — Sun, 31 Jul 2011 13:25:00 +0000

Some business owners think, “it hasn’t happened to me yet,” or “it could never happen to me.”

The reality is employee lawsuits are on the rise! Labor and Employment Law is the second highest pending litigation category in the United States this year. The average cost of an employee lawsuit for a company skyrocketed by 60% in 2008. In 2009 the median employer payout due to litigation was $326,640.

While $326,640 is the average cost, about 97% of all cases are settled before trial. Can you afford a settlement, $10,000 or $20,000 how about $100,000? Moreover, managers spend 30%-50% of their time dealing with employee conflicts. If they are not trained on risk mitigating company policies, your company could wind up in real hot water. All and all, the total cost both in money and in time can be devastating to a small business.

Did you know?

The claim where your company will most likely pay the most: retaliation. Judges and juries are especially tough when they perceive that a supervisor got tough with an employee who filed a complaint about discrimination or other unfair treatment.
The claim your business will pay the most for if it goes to a jury: age or disability discrimination.
The claim your company is most likely to get hit with: sex or race discrimination. They remain the most common.
The Department of Labor estimates that approximately 70% of employers are routinely violating wage and hour laws, and the Wage and Hour Division recovered back wages of $1.4 billion for Fiscal Years 2001 through 2008, with numbers continuing to grow in 2010 and beyond.

So what can you do to protect your business?

Compliance with Government Regulations: Most but not all federal laws cover companies as small as 15 employees there are few regulations that do not apply to most businesses. Companies must also comply with State and local regulations. Know employment laws that apply to your business or work with a trusted partner who can advise you.
Hire the Right Person: Many small business owners hire people but do not take the proper steps to ensure that the person is right for the job. Hire Smart & Hire Right! Having a hiring process will help you find the right fit, conduct due diligence to make sure the person has a sound background and minimize the costs of turnover.
Properly Classifying Employees: One law that applies to almost all employers regardless of size is the Fair Labor Standards Act. It is estimated that 70% of businesses routinely violate wage and hour law under this act. Know the proper classification and have processes in place to ensure compliance.
Document, Document, Document: Documentation in most companies is typically an afterthought and non-existent in some. Performance issues, discipline and terminations must be supported. You could possibly face lost unemployment cases and lawsuits either lost or settled for unforeseen amounts of money which can cripple a small business.
Motivate Employees: Employees value rewards, and not just monetary ones. In today’s economy, employees are feeling under-appreciated and overworked. Employee turnover cost money, lost productivity, lost hours for managers and can be devastating to a small business.

If you do not have the right policies and procedures in place, which include a strong documentation process and management training, then you leave yourself open to the potential risk of huge financial consequences!

Contact Complete Concepts Consulting to learn more about our unique approach to human resources compliance and management. One call could save you from being one of the estimated 100,000 businesses expected to face employment litigation this year.

Complete Concepts Consulting

(773) 527-1337

info@completeconceptsconsulting.com

Sources:

Fulbright 7th Annual Litigation Trends Survey Report

· HRMorning.com

ADRMediator.com

TheProactiveEmployer.com

Why is HR Important?

noreply@blogger.com (ChicagoHRVirtuoso) — Wed, 27 Jul 2011 16:45:00 +0000

Melonie Boone, Co-CEO and Owner of Complete Concepts Consulting was featured on Community Central Radio Thursday, July 7, 2011 with host Ruben Ramos. During the discussion, on “Why HR is Important” for your business they touched on topics of protecting your business from the top 5 HR mistakes most commonly made as well as some of the critical policies and procedures associated with human resources. Community Central reaches more than 500,000 listeners and viewers weekly focusing on issues that are critical to the community.

Mrs. Boone’s focus was on protecting your business by deploying effective employment law compliance and human resources management initiatives.

She will next be featured live on The Ordinary People Society’s Radio with host Dr. Kenneth Glasgow, August 18, 2011.

Click play to hear the entire broadcast:

Contact Us:
http://www.completeconceptsconsulting.com/
info@CompleteConceptsConsulting.com

Hype Media Global, a SNS Productions Company
Community Central Radio
Host: Ruben Ramos
Date: July 7, 2011
http://snsproductions.org/home

Complete Concepts Consulting Partners with Wicker Park Bucktown Chamber of Commerce

noreply@blogger.com (ChicagoHRVirtuoso) — Sun, 17 Jul 2011 17:42:00 +0000

On September 21, 2011, as part of the Wicker Park/Bucktown Chamber’s Business 101 seminar series, Complete Concepts Consulting (CCC) will present a complimentary Employment Law seminar addressing Wage & Hour Compliance. In addition, CCC is offering all members of the chamber discounted professional human resources consulting services.

Complete Concepts Consulting is delighted about our partnership with the Wicker Park/Bucktown Chamber of Commerce. This partnership will bring invaluable human resources and employment law compliance resources to all Chamber members.

Our mission is to help small businesses reduce costs and mitigate risk by meeting their unique human resources compliance and strategic needs. We deliver the highest level of professionalism and quality.

In maintaining our passion for supporting small businesses, we welcome the opportunity to partner with other organizations. To connect with us and discuss possible synergies, please contact us at your earliest convenience. We are available to answer any of your questions.

About Us:
Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance specializing in providing organizations with expert employment law compliance and personalized human resources management solutions.

We offer small business support for:

Harassment/EEO/Employment & Labor Law Compliance
Human Resources Consulting & Project Management
Compensation/Benefit Design
Employee Relations
Wage & Hour Compliance
Policy Design & Administration
Training & Development

For more information visit http://www.completeconceptsconsulting.com/ or contact:

Stephen Polutnik
Director, Client Services
Complete Concepts Consulting
(773) 527-1337 ext. 702

For more information about the Wicker Park Bucktown Chamber of Commerce contact:

Adam Burck
Executive Director
Wicker Park Bucktown Chamber of Commerce
1414 North Ashland
Chicago, IL 60622
http://www.wickerparkbucktown.com/
(773) 384-2672

Want to file a wage complaint with the US DOL…there’s an app for that!

noreply@blogger.com (ChicagoHRVirtuoso) — Wed, 13 Jul 2011 01:23:00 +0000

New timesheet app for smartphones helps ensure workers receive all wages earned.

In May 2011 the U.S. Department of Labor announced the launch of its first application for smartphones, a timesheet to help employees independently track the hours they work and determine the wages they are owed.

· Available in English and Spanish, users conveniently can track regular work hours, break time and any overtime hours for one or more employers. Glossary, contact information and materials about wage laws are easily accessible through links to the Web pages of the department's Wage and Hour Division.

· Additionally, through the app, users will be able to add comments on any information related to their work hours; view a summary of work hours in a daily, weekly and monthly format; and email the summary of work hours and gross pay as an attachment.

· This new technology is significant because, instead of relying on their employers' records, workers now can keep their own records. This information could prove invaluable during a Wage and Hour Division investigation when an employer has failed to maintain accurate employment records.

The free app is currently compatible with the iPhone and iPod Touch. The Labor Department will explore updates that could enable similar versions for other smartphone platforms, such as Android and BlackBerry, and other pay features not currently provided for, such as tips, commissions, bonuses, deductions, holiday pay, pay for weekends, shift differentials and pay for regular days of rest.

This is more evidence of the DOL’s aggressive commitment to enforce wage and hour law across the country. Most notably, they are putting the power in the hands of employees and making it easier than ever to file a complaint against employers who are not compliant. A simple touch on a smartphone could send an email and notify the US DOL of possible violations. Employers with unreliable and inaccurate timekeeping systems are at great risk. As a business owner or leader, it is more important now than ever to know the law and be in compliance.

About us:
Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions.

Contact Us:
http://www.completeconceptsconsulting.com/
info@CompleteConceptsConsulting.com

Sources

http://www.dol.gov/opa/media/press/whd/whd20110686.htm

http://documents.jdsupra.com/c45c962d-6994-4510-864a-273dbf33185c.pdf

Is Your Business Protected Hits the Airways!

noreply@blogger.com (ChicagoHRVirtuoso) — Mon, 04 Jul 2011 20:28:00 +0000

Hype Media Global Community Central Radio Presents: Up Close and Personal with Melonie Boone

Melonie Boone, Co-CEO and Owner of Complete Concepts Consulting will be featured in her first recurring spot on Community Central Radio. Mrs. Boone will answer questions on protecting your business by deploying effective employment law compliance and human resources management initiatives.

On Thursday, July 7, 2011, host Ruben Ramos will lead the discussion on “Why HR is Important” for your business. Together they will touch on topics of protecting your business from the top 5 HR mistakes most commonly made as well as some of the critical policies and procedures associated with human resources. Community Central reaches more than 500,000 listeners and viewers weekly focusing on issues that are critical to the community.

Melonie Boone has over 13 years of human resources experience, primarily with small to midsized businesses. She holds a Master of Jurisprudence in Business Law and Corporate Governance from Loyola University of Chicago Law School, a Master of Business Administration from Florida Metropolitan University, a Bachelor of Business Administration in Human Resources Management from Loyola University of Chicago School of Business, and a Professional in Human Resources designation from Human Capital Institute.

Her dynamic background and diverse experience with organizations across many industries lends to a proven HR methodology that successfully mitigates risk and saves money for her clients. Working along with her business partner Yolanda Macias and their team, Complete Concepts Consulting offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

Are you Dressed for Success?

noreply@blogger.com (ChicagoHRVirtuoso) — Fri, 01 Jul 2011 01:55:00 +0000

On June 29, 2011 Melonie Boone, Co-CEO of Complete Concepts Consulting facilitated a dynamic Dress for Success Seminar for the participants of the Association of Corporate Counsel Chicago Chapter’s Diversity Internship Program.

Partnering with special guests Billie Kershasky of Astor & Black Custom Clothier and Justin Yates of Trunk Club; this personalized training took the participants on a journey through the keys to successful dress for professionals in the legal field.

Topics included:

The Importance of First Impressions
Appropriate Attire in Business, Social and Casual Environments
How to Look Great on a Budget
Proper Professional Behavior
Having a Personal Brand Action Plan

The team at Complete Concepts Consulting thanks the Association of Corporate Counsel Chicago Chapter for the invite to speak as well as Billie Kershasky and Justin Yates for a job well done!

Contact Complete Concepts Consulting to learn more about our personalized trainings made to meet your unique business needs.

About us:

Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda

Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions. CCC offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

FOR IMMEDIATE RELEASE – PERSONNEL ANNOUNCEMENT

noreply@blogger.com (ChicagoHRVirtuoso) — Fri, 24 Jun 2011 04:16:00 +0000

Media Contact:

Melonie Boone MBA, MJ, PHR

Co – Chief Executive Officer

Complete Concepts Consulting

mboone@completeconceptsconsulting.com

www.CompleteConceptsConsulting.com

(773) 527-1337

June 23, 2011

Stephen Polutnik named Director, Client Services

Complete Concepts Consulting is pleased to announce the appointment of Stephen Polutnik to the position of Director, Client Services. In his role, Mr. Polutnik will support organizational growth by building new client relationships, maintaining existing client relationships and providing strategic client direction. This includes but is not limited to managing client acquisition strategy, targeting key accounts, uncovering new business opportunities, growing company market share and providing superior client support.

Mr. Polutnik brings over 10 years of marketing, account management, business development and client relations experience to our team. Prior to joining Complete Concepts Consulting, Mr. Polutnik spent the past eight years with JP Morgan Chase where he progressively rose from a Personal Banker role to Branch Manager and lastly held the position of Client Service Assistant Manager. During his tenure with JP Morgan Chase, Mr. Polutnik developed and implemented strategies to encourage growth and retention of his customer base; Managed Client Service Functions for Chase Middle Market business clients ($10 - $500 million in revenue) including hedge funds, law firms and insurance corporations; and was responsible for compliance with internal and government regulations.

In addition, while at Chase Mr. Polutnik also supervised both financial and operational risk exposure associated with bank products and services; created and facilitated training sessions for employees on professionalism in the workplace as well as new processes and procedures; he also managed the top in-store branch in the country based on revenue and earnings growth. During his career Mr. Polutnik also served as Account Coordinator with MediaLink, LLC and Marketing Coordinator at USA Networks.

Mr. Polutnik holds his Bachelor of Science in Business Administration with a Marketing concentration from Xavier University in Cincinnati, OH.

About Us:

###

Why is HR important to your business?

noreply@blogger.com (ChicagoHRVirtuoso) — Fri, 17 Jun 2011 15:15:00 +0000

Human Resources management may seem complex and overwhelming for business owners. The countless regulations to be complied with, employee relations issues, hiring and retaining the right people all while managing the day to day operations of the business can sometimes seem like too much to bare.

Small businesses typically have very tight budgets and often don’t have the capacity to proactively identify and resolve compliance threats. It is important to have an HR expert on your side to help you navigate the human resources maze.

HR puts your mind at ease and gives you the freedom to grow your business. Human Resources provide an organization with the strategic advantage of having all of their people management needs met.
Non-Compliance with Employment Regulations will cost you money. Not having a partner who is well versed in employment and labor regulations will cost you money. Implementing processes, policies and procedures to protect your business is paramount. In today’s climate, government oversight is at an all time high and employees filing claims against businesses is increasing in astonishing numbers. The Equal Employment Opportunity Commission estimates that over 100,000 claims will be filed this year alone.
Recruiting and retaining top talent will make your business more productive and save money. Don’t be liable for the actions of an employee who was not properly screened. Having procedures in place to verify a candidate’s background and making sure that they will be a good fit for your business in critical. Employment sources estimates: It costs you 30-50% of the annual salary of entry-level employees, 150% of middle level employees, and up to 400% for specialized, high level employees!
Wage and hour law compliance is imperative. The Fair Labor Standards Act is complicated regulation that governs most compensation issues including overtime pay. When properly managed by a person who is knowledgeable of the many components, you can save your company the headache of being fined. The government is auditing businesses payroll records and catching companies who are not compliant. Failure to properly classify and pay employees results in your business paying back wages, back taxes, fees and penalties. It is estimated that 70% of businesses routinely violate wage and hour law under this act; are you one of them?
Protects your business and allows you to focus on what’s important, your business. Whether it’s documenting I – 9’s to validate a new hires eligibility to work in the US or employees performance issues to support terminations, a good HR advocate will free you up to focus on your business and not be weighted down with all the employment issues that arise when you hire employees. Build employee morale by having the proper policies, procedures and programs in place.

Click here to contact us today to learn more about the affordable solutions offered by Complete Concepts Consulting to meet your unique business needs!

About us:

Beginning in 2006 as an independent contractor assignment, Complete Concepts Consulting (CCC) is now a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions. CCC offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

CCC's team leverages its education, experience and advanced human resources strategy to meet client needs. Our key to success is offering a superior level of services paralleled by no other in an affordable fee matrix. Our fee matrix allows organizations of all sizes to benefit from total compliance and human resources management.

We specialize in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.

Lt Governor Simon Meets with Complete Concepts Consulting

noreply@blogger.com (ChicagoHRVirtuoso) — Mon, 16 May 2011 12:31:00 +0000

Last month I had the honor of meeting with Lt. Governor Sheila Simon in conjunction with the Small Business Advocacy Council. This exciting opportunity allowed me to introduce Complete Concepts Consulting and share firsthand the need for small business human resources compliance education.

In our conversation I discussed the lack of HR Compliance education and affordable solutions to meet the unique needs of small business. There is a renewed federal and state focus on enforcement of employment regulation and the small business segment is currently unprotected.

From left to right:Mike Cavanaugh, Melonie Boone, Dan Johnson-Weinberger, Elliot Richardson, Lt. Governor Sheila Simon, Jeff Richardson, Jeff Richardson, TyJuan Cratic, Blanca Campos

Complete Concepts Consulting will continue to be a voice for small business compliance and offer affordable small business human resources compliance solutions paralleled by no other.

Melonie Boone MBA, MJ, PHR
Co-CEO
Complete Concepts Consulting

About Us:

Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their consulting team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and personalize human resources management solutions. CCC offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

We specialize in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.

Email mboone@completeconceptsconsulting.com to learn more.

Protecting Your Business

noreply@blogger.com (ChicagoHRVirtuoso) — Thu, 05 May 2011 18:10:00 +0000

Melonie Boone of Complete Concepts Consulting Amongst Panelists of SBAC May 11th Educational Forum

May 5, 2011

The Small Business Advocacy Council is happy to announce that Melonie Boone of Complete Concepts Consulting will be among the five panelists for the May 11th Educational Forum entitled, "Protecting Your Business."

Melonie will share some of the ways to protect your business by employing easy practices to ensure compliance with critical employment regulations.

To learn more about the event go to Protecting Your Business and please RSVP ahead of time with Blanca Campos at Blanca@SBACIL.org or call (847) 990-7909.

US Labor Department secures court ruling requiring Texas-based Company to pay $1.76 million to workers!

noreply@blogger.com (ChicagoHRVirtuoso) — Wed, 27 Apr 2011 21:58:00 +0000

Is your company compliant?

Complete Concepts Consulting works with business owners to put the necessary strategies in place to protect them from this type of payout. Click here to schedule our complimentary compliance consultation valued at $300. The comprehensive consultation will detail the top compliance vulnerabilities that could have detrimental financial consequences for your business!

Don’t believe that the consequences of non-compliance could be the end of your business, you must read the story below and ask yourself, “Can I afford a $1,760,000 hit for non-compliance?”

DES MOINES, Iowa – The U.S. Department of Labor has obtained a partial summary judgment requiring Hill Country Farms, doing business as Henry’s Turkey Service, and president Kenneth Henry to pay more than $1.76 million in back wages and liquidated damages for violating the minimum wage and overtime provisions of the federal Fair Labor Standards Act. The judgment partially resolves a lawsuit filed by the Labor Department following an investigation by the Des Moines District Office of its Wage and Hour Division.

The judgment, issued by the U.S. District Court for the Southern District of Iowa in Davenport, concluded that the defendants willfully violated the FLSA by failing to properly pay 31 workers with disabilities. Henry’s Turkey Service supplied the workers to the West Liberty Foods turkey processing plant in West Liberty, where most worked on the plant’s processing line.

“Working on a poultry processing line is a particularly difficult and dangerous job,” said Secretary of Labor Hilda L. Solis. “Henry’s Turkey Service exploited vulnerable employees who have a right to, and deserve, every penny that they earned.”

Henry’s Turkey Service, based in Goldthwaite, Texas, paid the workers $65 a month in cash wages even when company time sheets reflected that they worked more than 40 hours a week. Besides employing the workers, the company provided in-kind care, room and board, serving as the workers’ caretaker as well as the designated representative payee of their Social Security benefits. Henry’s Turkey Service claimed credit for the food, housing and care against its wage obligation; however, the company also reimbursed itself for those expenses using the workers’ Social Security benefits. The court found that the company failed to show that it incurred any costs above the amount received from the Social Security benefits and denied the credit toward the workers’ wages.

The judgment requires that the defendants pay $880,777 in back wages, along with an equal amount in liquidated damages, for a total of $1,761,554. This case was litigated by the Labor Department’s regional solicitor in Kansas City, Mo....

Click here to read more!

Is your business protected?

noreply@blogger.com (ChicagoHRVirtuoso) — Tue, 26 Apr 2011 00:02:00 +0000

Top 5 HR Mistakes Made by Businesses!

by Complete Concepts Consulting

HR mistakes for any company can be costly, but for small businesses, it can be catastrophic. HR mistakes can have a significant effect on the potential survival of a company. Below are the top 5 HR mistakes most commonly made. With government oversight at an all time high, it is critical to be aware, be proactive and be in compliance.

Click here to request more information about Complete Concepts Consulting's complimentary compliance consultation to help businesses identify potential risks and save money!

Non-Compliance with Government Regulations. Many small business owners are unfamiliar with the majority of laws that govern the workplace. While most but not all federal laws cover companies as small as 15 employees there are few regulations that do not apply to your business. Companies must also comply with State and local regulations which make it difficult for business owners to have a thorough knowledge of every regulation affecting their business. Businesses need the knowledge but they don’t know it.

Hiring the Wrong Person. Many small business owners hire people but do not take the proper steps to ensure that the person is right for the job. In some cases, the job has not been clearly defined, skills needed for the job are not laid out and the recruiting process is not documented. Because the owners have good intentions and want to help people, they often don’t conduct background screenings. They often miss a “skeleton in the closet” which leaves the business liable for any misdeed carried out by that employee.

Misclassifying Employees. One law that applies to almost all employers regardless of size is the Fair Labor Standards Act. This complicated regulation governs most compensation issues including overtime pay. Paying someone a Salary does not make them exempt from overtime and calling someone an independent contractor does not make them so. It is estimated that 70% of businesses routinely violate wage and hour law under this act.

Lack of Documentation. Documentation in most companies is typically an afterthought. In many small businesses it is non-existent. More often than not, I-9 forms which prove a person's eligibility to work in the US are incomplete. Discipline records are almost never there and terminations generally are not supported which result in lost unemployment cases and lawsuits either lost or settled for unforeseen amounts of money that can cripple a small business.

Not Motivating Employees. Employees value rewards, and not just monetary ones. In today’s economy, employees are feeling under-appreciated and overworked. As the job market begins to improve, unhappy employees will begin to look for other opportunities often taking knowledge learned at your business to a competitor. Employee turnover can be devastating to a small business.

Small business owners must be vigilant in protecting what they have worked so hard to create. While you may not have the money for an internal HR team, services offered like those from Complete Concepts Consulting will help limit your risk from non-compliance, recruit and retain top employees, and give you the freedom to grow your business.

Are you hiring?

noreply@blogger.com (ChicagoHRVirtuoso) — Tue, 05 Apr 2011 17:09:00 +0000

Unemployment rate falls to 2-year low!

Abridged: The Associated Press

WASHINGTON, D.C. -- The unemployment rate fell to a two-year low of 8.8% in March, capping the strongest two months of hiring since before the recession began. The economy added 216,000 jobs last month, the Labor Department said recently. Factories, retailers, the education and health care sectors and professional and financial services all expanded payrolls. Another month of brisk hiring provided the latest sign that the economy is strengthening.

Private employers drove the gains by adding more than 200,000 jobs for a second straight month. The unemployment rate dipped from 8.9% in February. Economists predict employers will continue to add jobs at roughly the same pace for the rest of this year. That would generate about 2.5 million new positions. Local governments cut 15,000 workers last month and are expected to keep shedding jobs. Workers' paychecks were flat in March. Average hourly earnings held steady at $22.87. The number of unemployed people dipped to 13.5 million in March. The percentage of "underemployed" people dropped to 15.7 percent in March.

Professional and business services, including accountants, bookkeepers, engineers and computer designers, added 78,000 positions. Factories added 17,000 jobs, marking the fifth straight month of gains. Retailers added nearly 18,000 jobs. Financial services expanded payrolls by 6,000. Education and health services expanded employment by 45,000, leisure and hospitality added 37,000 jobs.

About Us:

Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.

For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337

2011 Advisor Board Announcement

noreply@blogger.com (ChicagoHRVirtuoso) — Wed, 23 Feb 2011 15:47:00 +0000

Complete Concepts Consulting

As we continue to grow our business, we know that it is imperative to have a solid team of employees and a trusted team of advisors. Therefore, we have formed an Advisory Board aimed at helping us make great business decisions to enhance our operations.

The purpose of the Board is to advise and make recommendations to owners Yolanda Macias and Melonie Boone with respect to matters within the areas of the Board Member’s experience and expertise.

We proudly introduce the 2011 Advisory Board Members for Complete Concepts Consulting.

2011 Advisory Board Members

Bill Wilson
Chairman, Advisory Board
Business Developer, NuSkin Enterprises

Bill Wilson is building a marketing and distribution organization with Nu Skin Enterprises—a global billion-dollar publicly traded company—which is actively developing a marketing presence in the Chicago area. This is an untapped market for the company to introduce its breakthrough anti-aging products. The company is seeking leaders to build their own business with advanced technology that addresses aging at the genetic level, both externally and internally.

Prior to NuSkin, Mr Wilson held various positions in the field of Marketing and Business Development. He held the position of Chief Marketing Officer with Realtime Solutions Group LLC where Bill named and branded the company in its early formation, and helped build the business through strategic planning and marketing communications. In 2008 the company was growing at 300% year-over-year and in August was named an Inc. 5000 company (number 1292). However, in the fall of 2008 the stock market collapsed, and so did the company's sales pipeline of insurance companies. In the first quarter of 2009 the company merged with a strategic partner and shut down its independent operations.

Dina Collins
Board Member, Sales/Consulting
Area VP, Client Development, Gallagher Benefit Services Inc

Dina has been involved in the exclusive arena of Employee Benefits for over 14 years. She joined USI in November of 2009 with the mission to serve as a market leader for USI's Chicago Office. As a result, Ms. Collins is responsible for continued growth and retention of the employee benefits departments' accounts. She is very passionate about everything she does and enjoys helping companies find solutions to their benefit concerns and needs. Her goal is to be one of the top Benefit Consultants at USI Midwest and to assist clients navigate through these difficult times.

Specialties:
Life and Disability, Self Funded Medical Insurance and Relationship Building, Efficiency in Administration, Helping Employers do less with More, Assisting and becoming part of an HR Team

Len Mayersky
Board Member, Finance
Assistant Vice President Banking Center Manager, MB Financial Bank N.A.

A graduate of Indiana University – Bloomington, Len is currently the Assistant Vice President and Banking Center Manager for MB Financial Bank at the North Avenue Banking Center. He has worked in the financial industry for over 15 years beginning his career as a financial recruiter and an investment representative at Kemper Funds. For the past 12 years, he has directed his focus specifically to the banking industry, having worked at Citibank, New Century Bank, and now MB Financial. Len believes that banking is the same no matter where you go, but what truly counts is the relationship that is forged between the customer, the banker, and the branch. When you adhere to the strong belief that customer service comes first for your clients, the rest will take care of itself.

During his downtime, Len serves on the board of the Chicagoland Gay and Lesbian Chamber of Commerce, an organization he has been involved in for the past 5 years. Currently serving as the Vice President, Len is responsible for planning the many events held by the Chicagoland Gay and Lesbian Chamber all over the Chicagoland area. He is also actively involved in his other passion, helping abused and neglected animals. As the Director of B.A.R.C. (Barriers Against Repeated Cruelty), where the goal is to stop the brutality and vicious cycle of abuse, he hopes to spread the message that animal abuse and domestic violence go hand in hand. Only by admitting and addressing the correlation between the two forms of cruelty can we begin to make changes to rectify the issue.

Cliff Perry
Board Member, Legal
Partner, Laner Muchin Ltd.

Cliff Perry is a partner at the law firm of Laner Muchin, and for over 20 years has been representing private and public sector employers in all aspects of labor and employee relations, including employment litigation, employee benefits and labor-management relations, in state and federal courts and before numerous state and federal agencies throughout the United States. His experience includes defending and advising management in state and federal court actions nationwide involving breach of contract, non-compete agreements, libel, slander, interference with economic advantage (and other, similar, business torts), retaliatory discharge, invasion of privacy, infliction of emotional distress, assault and battery, wage and hour actions and every type of discrimination claim (e.g., Title VII, the ADEA, ADA, §1981, §1983, the FMLA and FLSA and all parallel state and local laws).

Elliot Richardson
Board Member, Small Business
President, Small Business Advocacy Council

Elliot is currently the President of the Small Business Advocacy Council which provides small business owners, their employees and those with whom they do business a voice in government. SBAC is also focused on helping each of its members succeed through marketing and networking.

In addition, Elliot is a commercial litigation attorney with the firm Korey & Richardson, LLC. They represent business owners in commercial and business matters. He also sits as of-counsel at Kralevoc, Jambois & Schwartz which is a top medical malpractice and Plaintiffs law firm.

Community Service and Boards:

Board of Directors, YMCA Alliance Board, a Chicago-based job training agency affiliated with the YMCA.

Board of Directors/Resource Development Chair, ChildServ. Large and successful child advocacy group providing lodging and treatment to disadvantaged youths.

Chicago Bar Foundation, Young Professionals Board. Non-for-profit arm of the Chicago Bar Foundation. Provides large-scale funding for legal services to those otherwise unable to obtain representation.

Jim Sheehan

Board Member – Sales

Mr. Sheehan is a 30-plus year veteran of small business ownership, B2B and B2C marketing and executive “best practices” advisory/coaching services in the areas of networking, business development, and relationship selling methodologies.

After earning a B.A and M.B.A. Jim’s professional career started as an Account Executive with Merrill Lynch specializing in retail investment sales where he continuously achieved “Executive Club” award status in recognition of superior new business and account generation. From there he moved to Wayne Hummer & Company, a regional brokerage firm where he served as Fixed-Income Investment Coordinator for a 40-man sales force.

At the dawn of the 1990’s Jim left the financial services world to conceive of, launch, and solely operate a retail specialty business in Chicago’s far south suburbs. That business eventually grew to a $1 million enterprise and led to a move into the automated POS, operations, and accounting IT industry where Jim was widely recognized as one of its most respected solution providers with firms such as Crescent Systems and global leader Jonas Computing.

Today, Jim works as a Senior Business Advisor and Client Coach with Sales Results, Inc, Chicago’s local leader in business development advisory and executive coaching services. His clients range from entrepreneurs, professional service providers, small business owners, and staff salespeople.

Jason E. Tremblay

Board Member – Compliance

Mr. Tremblay is a Partner in Arnstein & Lehr’s Litigation Department. He focuses his practice in employment and commercial litigation. Mr. Tremblay has extensively addressed, through counseling, negotiation and litigation, a broad range of key issues critical to the evolving workplace. He has particular expertise representing employers in both federal and state court, as well as administrative tribunals, in a wide variety of lawsuits, including the enforcement of restrictive covenants, Title VII, ADA and ADEA discrimination and retaliation claims, FMLA interference claims, trade secret, and unfair competition matters.

Mr. Tremblay graduated from Chicago-Kent College of Law with High Honors and received the CALI Award for Academic Excellence in Legal Writing. Mr. Tremblay recently authored the third edition of "The Employment Law Toolkit - How to Protect Your Business from Liability and Comply with State and Federal Employment Laws," a comprehensive summary of significant employment and labor issues facing employers in today’s business environment. He is the author of "12 Steps to Avoid Employment Related Liability," published in Employment Law360 (May 2, 2008), and "Properly Investigating Complaints of Harassment-How to Limit a Company’s Exposure," published in Business Law Today (September/October 2008). Mr. Tremblay also co-authored "The Rooker-Feldman Doctrine: An Analysis of its Application in Today’s Legal Environment," Consumer Finance Law Quarterly Report (2008).

Federal I9 Violation Crackdown!

noreply@blogger.com (ChicagoHRVirtuoso) — Sun, 13 Feb 2011 20:27:00 +0000

Are your I9’s ready to be audited by the U.S. Government?

Asking this question now is more important than ever. Chipotle Mexican Grill is learning this the hard way. The upscale burrito restaurant has found itself in hot water as the federal government cracks down on illegal immigrant labor. As stated in an article written by Lisa Baertlein, Mary Milliken and Ed Stoddard of Reuters, the probe has lead to hundreds of employees being terminated in Minnesota. This resulted in a further investigation to include audits by the Immigrations and Customs Enforcement (ICE) for Chipotle restaurants in Washington, DC and Virginia.

The US ICE agency believes that effective worksite enforcement plays an important role in the fight against illegal immigrations. They have developed a comprehensive worksite enforcement strategy that promotes national security, protects critical infrastructure and targets employers who violate employment laws or engage in abuse or exploitation of workers.

You won’t see the big raids of the past, the government is moving towards cracking down on employers by using I9 audits. The approach has changed but the outcomes are the same. It is the EMPLOYERS responsibility to verify the employee’s eligibility to work in the United States. This approach could put employer’s hiring practices under the same scrutiny by ICE as the Internal Revenue Service scrutinizes bookkeeping.

The crackdown on Chipotle and others is just another reminder of the urgency behind being compliant with employment regulations. This is not just a problem for large corporations, small and mid-sized companies are facing the same potential threat. We, at Complete Concepts Consulting, recommend a comprehensive internal compliance assessment be conducted to prevent costly fines, damaging reputation and in some cases, loss of your business. Knowledge truly is power and taking a proactive approach is the key.

Written by:
Melonie Boone MBA, MJ, PHR
Co-Chief Executive Officer and Owner
Complete Concepts Consulting

About Us:

Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.

For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337

We are simplifying HR for Small Business!

Sources: http://www.msnbc.msn.com/id/41463755/ns/business-us_business/
http://www.ice.gov/worksite/

Understanding OSHA for Small Business

noreply@blogger.com (ChicagoHRVirtuoso) — Sat, 05 Feb 2011 23:42:00 +0000

There are many employment regulations that govern how we all do business if we have employees. Occupational Safety & Health Act of 1970 known to most as OSHA in general applies to all employers and their employees in the 50 states, District of Columbia, Puerto Rico, and all other territories under the US Federal Government jurisdiction.

OSHA is governed by the Occupational Safety & Health Administration, a division of the United States Department of Labor.

OHSA’S two primary functions are:
1. Setting standards
2. Conducting workplace inspections to ensure that employers are complying with the standards and providing a safe and healthful workplace.

Both Employers and Employees must comply with all rules and regulations that are applicable to their own actions and conduct.

The United States Department of Labor offers Small Business Owners a Compliance Assistance Quick Start guide to assist in the implementation of an OSHA Plan.

There are 7 steps to compliance recommended by the US Department of Labor. While this information may seem overwhelming, it is crucial for all business owners to comply or be in jeopardy of costly fines and possible business disruptions.

It is important to properly identify which regulations your business entity must comply with. For example, there are different guidelines depending on what your industry and business operations are. This article will address General Industry Employers. Other types of employer include Construction, Health Care and Hispanic Outreach.

General Industry Employers

Step 1: OSHA Requirements that Apply to Most General Industries

1. Hazard Communications Standards - This standard is designed to ensure that employers and employees know about hazardous chemicals in the workplace and how to protect themselves. Employers with employees who may be exposed to hazardous chemicals in the workplace must prepare and implement a written Hazard Communication Program and comply with other requirements of the standard.

2. Emergency Action Plan Standard - OSHA recommends that all employers have an Emergency Action Plan. A plan is mandatory when required by an OSHA standard. An Emergency Action Plan describes the actions employees should take to ensure their safety in a fire or other emergency situation.

3. Fire Safety - OSHA recommends that all employers have a Fire Prevention Plan. A plan is mandatory when required by an OSHA standard.

4. Exit Routes - All employers must comply with OSHA's requirements for exit routes in the workplace.

5. Walking/Working Surfaces - Floors, aisles, platforms, ladders, stairways, and other walking/working surfaces are present, to some extent, in all general industry workplaces. Slips, trips, and falls from these surfaces constitute the majority of general industry accidents. The OSHA standards for walking and working surfaces apply to all permanent places of employment, except where only domestic, mining, or agricultural work is performed.

6. Medical and First Aid - OSHA requires employers to provide medical and first-aid personnel and supplies commensurate with the hazards of the workplace. The details of a workplace medical and first-aid program are dependent on the circumstances of each workplace and employer.

Step 2: OSHA Requirements That May Apply to Your Workplace

1. If you have employees who operate machinery (e.g., saws, slicers, shears, slitters, power presses, etc.), you may be subject to OSHA's Machine Guarding requirements.

2. If your employees service or maintain machines or equipment that could start up unexpectedly or release hazardous energy, you may be subject to OSHA's Lockout/Tagout requirements.

3. Electrical hazards, such as wiring deficiencies, are one of the hazards most frequently cited by OSHA. OSHA's electrical standards include design requirements for electrical systems and safety-related work practices.

4. Employers must perform an assessment of each operation in their workplace to determine if their employees are required to wear personal protective equipment (PPE). Note that engineering controls and work practices are the preferred methods for protecting employees ― OSHA generally considers PPE to be the least desirable means of controlling employee exposure.

5. If necessary to protect the health of your employees, you must provide appropriate respirators. You must establish a Respiratory Protection program that meets the requirements of OSHA's Respiratory Protection standard.

6. Employers whose employees are exposed to excessive noise (e.g., conditions that make normal conversation difficult) may be required to implement a Hearing Conservation program.

7. Employers should evaluate their workplaces for the presence of confined spaces.

8. If employees may be exposed to blood or bodily fluids as part of their assigned duties, you may be subject to OSHA's Bloodborne Pathogens standard.

9. If your employees operate Powered Industrial Trucks (i.e., forklifts), you may be subject to OSHA's Powered Industrial Trucks standard.

This list is not comprehensive – additional OSHA standards may apply to your workplace. Be sure to review OSHA's general industry standards (29 CFR 1910) for other requirements. In addition, section 5(a)(1) of the Occupational Safety and Health Act, known as the General Duty Clause, requires employers to provide their employees with a workplace that is free of recognized hazards likely to cause death or serious physical harm.

Step 3: Survey Your Workspace for Additional Hazards

Survey your workplace for additional hazards and OSHA requirements by using a checklist/internal audit tool.

Step 4: Develop a Comprehensive Jobsite Safety and Health Program

While not required, Complete Concepts Consulting and OSHA recommend employers to develop comprehensive safety and health programs, development and implementation of these programs is an effective way to comply with OSHA standards and prevent workplace injuries and illnesses.

Step 5: Train Your Employees

Prevention, Prevention, Prevention! There are many resources available to business owners to assist in the training of themselves and their employees. The US Department of Labor has resources on their site, or a consulting firm can be used to conduct annual training.

Step 6: Recordkeeping, Reporting and Posting

1. Recordkeeping. OSHA requires certain employers to keep records of workplace injuries and illnesses (29 CFR 1904).

2. Reporting. OSHA requires all employers, regardless of size or industry, to report the work-related death of any employee or hospitalizations of three or more employees. Read about OSHA's reporting requirements (29 CFR 1904.39).

3. Access to Employee Exposure and Medical Records. An OSHA standard (29 CFR 1910.1020) requires employers to provide employees, their designated representatives, and OSHA with access to employee exposure and medical records. Employers generally must maintain employee exposure records for 30 years and medical records for the duration of the employee's employment plus 30 years.

NOTE: If your workplace is in a state operating an OSHA-approved state program, state plan recordkeeping regulations, although substantially identical to federal ones, may have some more stringent or supplemental requirements, such as for reporting of fatalities and catastrophes. Contact your state program directly for additional information.

Step 7: Additional Compliance Assistance Information

The US Department of Labor has a wealth of information for Small Business Owners. You can visit the Small Business page for more details

Written by:
Melonie Boone MBA, MJ, PHR
Co-Chief Executive Officer and Owner
Complete Concepts Consulting

About Us:

Complete Concepts Consulting (CCC) is a human resources consulting agency in Chicago, Illinois specializing in small business support for Employment and Labor Law Compliance; Policy and Procedures creation and enforcement; Team Leadership and Employee Training; Recruiting; Strategic Planning; Coaching and Mentoring; Employee Retention; Payroll and Benefits Administration; Performance Management; Compensation Planning; Employee Relations; Efficiency Optimization; Process and System Improvements; Succession Planning; Relationship Management.

For More Information:
info@completeconceptsconsulting.com
http://www.completeconceptsconsulting.com/
(773) 527-1337

We are simplifying HR for Small Business!

Sources:
http://www.ehso.com/oshaoverview.php#who
http://www.osha.gov/dcsp/compliance_assistance/quickstarts/general_industry/gi_step1.html