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AN EXCLUSIVE solution

Workforce matters. AN EXCLUSIVE solution. ActiveHR. ActiveHR – The solution Workforce risk and compliance issues create extraordinary challenges.

elizabeth-kirk
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AN EXCLUSIVE solution

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  1. Workforcematters AN EXCLUSIVE solution ActiveHR

  2. ActiveHR– The solution Workforce risk and compliance issues create extraordinary challenges. ActiveHR Pro pre-emptively delivers tools, services, and information focused on lowering the risk of employment litigation through: seasoned professionals best in class solutions innovative technologies Additional benefits include increased compliance and improved performance. Workforcematters

  3. ActiveHR– A phased approach Based on the ActiveHR audit remediation report Workforce Matters will design a phased approach to remediating risk, compliance and performance issues. A short-term engagement designed to remediate specific gaps within a specific time frame. The Human Resource Executive and the employer review the Remediation Schedule and agree to the high priority remediation tasks to be performed on and off site. This initial phase may be followed by establishing ongoing strategies to mitigate risk, maintain compliance and improve performance – ActiveHR Pro. Workforcematters

  4. ActiveHR– A sample remediation plan These plans are customized to each employer and based on the findings of the ActiveHR audit. Action items are prioritized by risk and compliance for example: Workforcematters

  5. ActiveHR Pro – manage risk, maintain compliance and improve performance on an ongoing bases Workforcematters

  6. ActiveHR Pro – is the closest thing to having a Senior Executive on staff at a price that your organization can afford. I have an employee who is consistently late and has a high absente rate, I think there might be a drinking or drug problem, what do I do? I have a hard time getting my employees to take breaks and lunch on time, I heard this can create liability for our company. One of my employees is one of those “difficult” employees, other employees in my department are complaining, I hate confrontation. I am really uncomfortable giving performance review, particularly when the performance is poor, my employees are also my friends! I am not sure how FMLA relates to my employees request of time off. One of our employees wants to come back to work on a limited basis, am I required to re-structure the job according to the ADA Act? I am not sure I know how to implement an employee improvement plan Thank you for calling Workforce Matters, How may we assist you today? Workforcematters

  7. One integrated resource for all your Workforce Matters Payroll system Benefits Management System Time and Attendance System HRIS Periodic check-ups Workforce Matters Inc. WorkLife platform Workforcematters

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