KMG provides a host of services designed to assure that you resolve employee issues before they become problems and that you are in compliance with all federal and state regulations. These services include:
Affirmative Action Compliance
KMG provides customized affirmative action planning services to its clients. We thoroughly review client-provided data to ensure its accuracy and to ensure it is displayed in as positive a light as possible. It is fairly common to work with HRIS staff to better define data fields for subsequent use and also to interact with Compensation professionals to discuss job descriptions, salary grades and other relevant pay data. When our clients receive completed affirmative action plans, they contain detailed back up reports that document each employee's activity as it is displayed in the plan documents. We also ensure the client understands the potential issues we believe a federal auditor would find during a compliance review and offer suggestions for resolving those issues. These processes are done for affirmative action plans covering minorities, women, disabled individuals, and covered veterans. In addition, other affirmative action-related services include:
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Development of tracking and auditing systems; |
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Development of positive strategies to improve employee representation, retention, and morale; |
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On-site support during government compliance reviews and investigations. |
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Detailed compensation audits to assist in the identification of potential costly problems and assistance in resolving those issues, as requested by the client; |
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Completion of Equal Opportunity Survey documents periodically requested by the OFCCP. |
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Equal Employment Opportunity Compliance
As experts in employer requirements for compliance with Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), Family Medical Leave Act (FMLA) and other relevant federal laws, we provide detailed support to our clients in:
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Policy development; |
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Auditing of internal practices to ensure compliance; |
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Implementation support when legislation or regulations change or are added. KMG also has extensive experience in wedding federal regulations with state and local requirements in ways that are legally compliant and also which assist in keeping the work flow organized and efficient. Other compliance oriented services include: |
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Developing and filing annual EEO-1 and VETS-100 reports; |
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Fair Labor Standards Act (FLSA) |
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Americans With Disabilities Act (ADA) |
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Managing a client's FMLA compliance process. (This includes managing all employee notifications, maintaining all records and making eligibility decisions on behalf of the client.) |
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Management and Human Resources Training
KMG believes that all managers and employees should share responsibility for the effectiveness of the workplace. Toward that end, we provide custom in-house seminars and workshops to assist in these efforts.
Programs for managers include: Manager Legal Responsibilities; Positive Employee Relations; Preventing Harassment; Managing a Diverse Work Force; Conflict Management; Effective Performance Appraisal Processes; Counseling Skills; and Interviewing and Selection.
Employee programs include: Preventing Employee Harassment; Responsible Work Place Behavior and other similar programs. We also provide skill development seminars for Human Resources professionals in such areas as: Supporting a Diversity Management Culture; Investigating Employee Complaints; Responding to Government Discrimination Charges; EEO Compliance Strategies; Developing Effective Affirmative Action Plans.
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Coaching & Counseling
As seasoned Human Resources and line management people, KMG can provide invaluable assistance in the following areas:
*Management assessments: When a company is considering an important promotion for a manager or if there is disagreement about a manager's level of effectiveness, we will conduct a manager assessment. This provides an independent view of the manager's assets and liabilities with recommendations for follow-up action.
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Individual manager/employee coaching: When key managers and employees have difficulties that threaten to derail their success, we will provide individualized coaching and counseling to assist them in correcting deficiencies, modifying management style, etc. |
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Group/team facilitation processes: On occasion, work units have difficult tasks to complete. We provide facilitation for meetings designed to lay out process and decision-making in a way that permits participants to focus on the task at hand without being concerned about managing the process. |
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Group/individual interventions: When work units have difficulty in working together (or when an individual is having difficulty integrating into the company or work unit, we provide coaching and counseling support to identify and resolve issues presented. |
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Design and support for internal mentoring and high potential programs. An article on this subject is available as part of this brochure. |
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Diversity Programs
Sometimes viewed by companies as "warm and fuzzy", KMG believes effective diversity programs provide a synergy for the organization to enhance it's culture, to consider alternative views of conducting business and creating environments where creativity and innovation are highly valued. At all times, KMG's focus is to share all of its experiences in the diversity arena with the client and to assist the client in becoming self-sufficient and non-consultant dependent as quickly as possible. While ensuring a focus on inclusion of ALL employees, KMG uses a process to develop a customized diversity program that can include:
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Cultural audits: This process assesses the current state of the organization through the use of focus groups, one-on-one interviews at various levels in the organization, and a review of existing policies and procedures; |
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Assistance in the formation of a Diversity Steering Committee who will provide focus and leadership to the organization during the process; |
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Facilitation of the visioning process with the Steering Committee and development of a plan of action for the organization; |
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Coaching with the Human Resources Department to assist them in adjusting to the changes necessary to assist in the diversity process implementation; |
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Development of appropriate training and communication vehicles for the diversity process. |
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Complaint Resolution
It is often helpful to retain an independent person to investigate an internal employee complaint or to investigate a discrimination charge filed with EEOC or a State Human Rights Agency. Complaining employees often feel that this method telegraphs the importance the company puts on their complaint and will often be more agreeable to informally resolving the issue. In addition, the investigator can often provide assistance in resolving the issue or in assisting the company in defending its position, should that need arise.
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Development of company strategies to resolve complaints: Often there are divergent interests in resolving complaints. KMG can assist in establishing a philosophy for this process that, when used will facilitate the complaint resolution process to a consistently successful conclusion. |
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Strategic planning to prevent future problems: Employee complaints often provide an opportunity for the company to resolve issues so that they do not reoccur in the future. We will assist in this effort by identifying those processes that may contribute to employee concerns and provide strategies to resolve them on a permanent basis. |
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Testimony support for law suits: KMG can provide expert testimonial assistance to its clients under two circumstances: as an expert witness in areas of discrimination or when we have been involved in investigating an employee complaint. |
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Employee Problem Resolution
One of our main goals at KMG is to assist employers in managing employee situations in a way that keeps them from becoming formal legal complaints or law suits. Our services can help with this in various ways: We can investigate the employee problem for you or coach you through the process so you are able to do it effectively on your own. We can also provide assistance to you in constructing conversations with the employees involved and in determining an effective resolution and appropriate follow-up. We can also recommend additional activities that will assist in ensuring the problem does not recur again in the organization.
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Fair Labor Standards Act (FLSA)
Are you confused by the regulations affecting exempt/non-exempt status for some of your positions? Do you have issues with when to pay overtime, paying for unauthorized overtime, docking employees and other pay issues? KMG can assist you in developing a process to ensure you are only paying employees for legitimate time worked and that you are properly classifying your positions for overtime purposes. In addition, with the new regulations expected in March 2004, we can assist you in analyzing your current situation as compared to the new requirements, making the necessary changes and developing appropriate communication packages for your affected employees.
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Americans with Disabilities Act (ADA)
Complying with the ADA can seem to be an overly complicated process, given the need to be concerned not only about facility accessibility but pre-employment testing, interpreters, interviewing questions, job assignments and knowing what job functions are required to be accommodated. KMG can assist you in complying with all of the key areas of this law by reviewing your current procedures and practices and making specific recommendations to improve your compliance while demystifying the process for everyone involved in the hiring process.
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Family Medical Leave Act (FMLA)
The basic premise of the FMLA is to require employees to provide 12 weeks of unpaid leave each year for certain qualifying events. In addition, in some states, additional leave is also required. Managing this process can seem like a huge administrative task and one that eats HR staff time. KMG is skilled in developing efficient tracking processes for leave, in explaining the process to line managers and in providing consulting support when particularly difficult situations arise. We also have the capability to manage your FMLA process for you off site.
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Employee Complaint Investigations
We believe companies should have a philosophy of resolving employee complaints internally which would preclude the employee from feeling s/he has to go to an attorney or governmental agency for appropriate resolution. Establishing such a program involves building up a trust level with the employee population so they will trust the process to provide a fair and equitable solution to their complaints. KMG can assist you in setting up a program to accomplish this task and can provide the training necessary to the Human Resources function to effectively manage it.
KMG also has extensive experience in providing objective third party investigations to complaints that may be viewed internally as too sensitive to be handled by internal personnel.
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Conflict Resolution
Sometimes no matter how an employee situation is investigated, a conflict remains unresolved. KMG can enter the process as an objective outsider and negotiate a resolution that can return the employee to a functioning role in the organization.
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Development and Implementation of Employee Handbooks
As part of a sound employee relations communications program, it is important to develop materials that inform and educate the employees about how the organization manages its human resources, what is expected of the employee population and what the employee can expect in return from the company. KMG can develop an effective employee handbook for you, assist you in the employee education process and provide continued updating capability as procedures or policies are modified.
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Performance Appraisals
As on e of the most important feedback mechanisms for employees, performance appraisal processes should be structured and focused on discussing measurable results, areas of improvement and future career development. KMG can assist in the development of a process to meet these goals and in training management and employees in its appropriate use.
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Interviewing Skills
If you’ve noticed an increase in new hire turnover or have managers who seem to have difficulty selecting an applicant to hire or who seem to be selecting employees based on inappropriate criteria, you may have identified a reason to provide skills training for managers. The selection of an employee is not a scientific process but KMG can help managers establish hiring criteria and learn how to evaluate candidates against that criteria in more effective ways.
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Mentor Programs
Mentoring programs can be an effective way to “grow from within” to meet the future needs of the organization. While this process can be done informally, it is often helpful to formalize the process in order to ensure a wider group of employees have access to such a process. KMG can assist you in this process by designing a program for you, assisting in the criteria for membership in the process, training participants and monitoring the outcomes to ensure they are meeting the established program goals.
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Employee Harassment
Whether it is sexual, racial or religion based, harassment has serious consequences for the organization and its employees. It can also have significant legal (and time) costs involved. KMG can assist in developing effective policies, investigative processes, training employees and disciplinary procedures to better integrate good employee relations processes and employee behavior into the fabric of the organization’s operating philosophy.
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Discrimination Charges
KMG has many years of experience in investigating discrimination charges filed against companies by State and Federal agencies. We act as objective outside investigators to determine the factual nature of the allegations, develop a charge response and position statement, and will assist in your defense (or resolution) to the charge with the appropriate enforcement agency.
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Applicant Tracking
Monitoring recruiting and employment activity is an important part of the Human Resources function both as a financial management measure and for legal compliance purposes. KMG can design a tracking system that meets your company’s organizational needs, provides valuable data to use in managing costs and that will meet legal requirements. We’ll also make the process as efficient as we can because we know the goal is to hire people, not drown in paperwork!
Human Resources Policy and Procedure Development, Implementation and Auditing
Human resource policies and procedures are critical to every organization seeking consistency of treatment for their employees. In addition, they provide critical guidance to managers that can be accessed without requiring input from the Human Resources function. They often also provide critical organizational information about complying with federal and state legislation that must be followed in order to reduce potential liability for the organization.
KMG can develop a Human Resources Policy & Procedures Manual for your organization or we can review your current manual and make recommendations for improving its utility. We can also assist you in implementing the manual with employee/manager orientation sessions, communications programs and similar vehicles
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