Human Resources Information & HR Outsourcing Directory

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Human Resources & Employment Law

Employment laws are essential for HR professionals to protect workers’ rights and provide an equal and safe working environment. You can find everything on our platform regarding these laws.
What We Do ?

01.

Discrimination & Harassment

We educate people about discrimination and how to operate in a harassment-free environment by recruiting employees who follow the regulations.

02.

Employment Law Resources

Learn about employment law advice for employers resources, which we offer to assist you with a legal situation involving employee rights.

03.

Managing Employees

We keep track of our personnel using the most up-to-date technologies and collect all of their pertinent information for future reference.
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Wages & Benefits

For a healthy workplace and efficient outcome, we pay fair wages and provide great benefits to our employees.

Hiring Process

Our hiring process is meticulous and stringent to ensure that we only hire people committed to their profession.

Workplace Safety

We ensure that you enjoy a fair and safe working environment while you are working with us.

Employment Termination

we believe they are not serious about their work or are not following the company's rules and standards despite being warned.

Human Resources Everything You Need To Know

Human resources is a complicated matter to grasp since it is filled with laws and regulations. As a result, we make it simple for you on our platform by offering all of the information you need concerning Human Resources and HR Outsourcing Services. Learn more about it by browsing our website!

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Latest From Our Blog

The Staffing Role of the HR Manager

Staffing Role of the HR Manager

The staffing role of the HR Manager is vital to ensure that the company has the right kind of staff, which is critical to the productivity of the company. The role of the HR manager is to identify the right candidates and train them to perform their job effectively. Ideally, the ideal candidates will be chosen by the competitive process. The HR manager should define the job requirements clearly and evaluate the performance against pre-set targets. Training is an essential element of maintaining productivity and must be ongoing.

Job Description

The HR manager’s role is to optimize the company’s human resources by placing the most qualified people in the appropriate jobs. This includes screening candidates and new hires. The HR manager may outsource this function to staffing agencies or handle the job itself. As a former multiple-location business owner, Eric is an expert in time management and scheduling. He will share stories and best practices from his years in the industry.

A human resources manager works in collaboration with the staffing function to fill positions with qualified candidates. They determine the skills of candidates and assess their abilities against pre-defined targets. These decisions can impact the company’s overall productivity and efficiency. When the talent market is uneven, HR managers may be more likely to advise line managers to look for workers in other departments or divisions.

the HR Manager

Responsibilities

Traditionally, the HR manager was responsible for hiring people for the different job functions within the company. He or she would provide training and development programs for new employees to help them get acquainted with the company culture, management, and operational processes. He or she would also introduce new employees to their co-workers and explain their role within the organization. In addition, HR managers should design job descriptions in a way that would attract the best candidates for the various positions within the company.

HR managers must also ensure compliance with federal and state employment laws. This includes regulations for minimum wage, OSHA guidelines, and anti-discrimination policies. Furthermore, employees must be given reasonable wages, a safe working environment, and regular breaks.

Education

If you’re interested in becoming an HR manager, the education you need is extensive. The Human Resources profession requires a bachelor’s degree or related degree. Most HR managers have experience in a non-HR position before moving into a managerial position. A master’s degree can be useful for advancement.

There are many different ways to earn certification as an HR manager. Not every position requires it, but some employers will prefer those with certification. Professional certification proves expertise and credibility, and will set you apart from other candidates. There are a number of different HR certification programs, but the most common ones are the Senior Professional in Human Resources (SPHR) certification and the Professional in Human Resources (PHR) certification.

Depending on the degree program, a master’s degree in human resources may be required. Pepperdine University offers an online MS in Human Resources, which takes 12 months to complete. The program also has an on-campus option. In either case, you’ll build on your previous work experience and learn the skills necessary for a management position.

Role of the HR Manager

Certification

Many HR professionals are considering getting certified for their staffing roles. Although most recruiters learn by experience, certification is highly valued by many HR professionals. This credential is recognized by the HRCI, an organization that offers training and certifications to HR professionals worldwide. The organization is a subset of ADP and offers a number of HR certifications.

HR professionals learn about a variety of HR technologies and methods. Courses cover training, performance management, recruitment, and benefits. Instructors help students identify core skills necessary to excel in the HR field. The coursework emphasizes how to communicate with employees, create processes for diverse workforces, and understand the importance of compensation and safety issues in the workplace.

Salary

The salary of HR managers starts at a low level, and increases with experience. However, it is important to note that these salaries do not reach the level of other professional careers, such as those in law, medicine, or finance. If money is your primary concern, you should think about other career options.

In addition to handling employee relations, HR managers are also responsible for maintaining a high level of integrity. This is an important skill in a position of this type. The ability to maintain personal, professional, and social integrity is essential for success in this role. As the head of a department, the role of HR managers also requires them to manage a team of managers and other operational teams. The job requires good communication skills, including the ability to deal with a variety of personalities.

The salary of HR managers varies widely by location and employer. The median salary of an HR manager with a bachelor’s degree is $121,220 annually, but earnings can be higher or lower based on experience, education, and geographic location.

Human Resources Consulting: 5 Reasons Why Your Business Needs It

Human resources are what make every business shine, as it is the people drive the organisation forward and if you have recently launched your own business, HR consulting is one services that you need. It is vital that you make the most from your HR and with that in mind, here are some of the main benefits you can gain from HR consulting. 

Recruitment

We think that recruitment is the most important component of HR; the people that you choose to work within your organisation should be committed to the success of the company. If you want the best advice from your recruitment, London HR consultancy services can make it happen; when you hire someone, you are investing a lot and making mistakes with hiring can have serious consequences for any business. The best employees register with the best agencies, so if you want an interview shortlist that includes high-quality people, enlist the help of a leading HR agency, one that is London based. 

Staff Training & Development

Every employee expects to have an opportunity for personal growth and when you hire a leading HR agency, they carry out a needs assessment and propose courses to boost the skillsets of your employees. Promoting from within is always the best policy and when you invest in employee training, you are investing in your organisation. If an employee feels that they are not being given development opportunities, they will look for a career move, searching for a company that develops their HR. People like to be challenged and when you offer training, you are investing in the future of your business. 

Managing The Workforce

This is a critical aspect of any organisation; how you use the human resources you have, defines performance and with positive, engaged employees, your company will steadily grow. The HR agency has a team of workforce planners who use state of the art software to manage your workforce, ensuring that people are suited to their roles and making sure that all tasks are covered. 

Health & Safety

The UK government are focused on providing a safe workplace for their citizens and it can be a major headache for the employer to be sure of compliance. One of the many services offered by the HR agency, is health & safety management and let’s face it, you can’t ignore health & safety. 

Payroll

Your employees work for their pay cheque and they expect to be paid accurately and on time. Regardless of what software you use, the HR agency can integrate into every payroll system, and they ensure that your employer liabilities are always met. As your business grows and the number of employees increases, your payroll system will remain effective, instilling confidence in your workforce.

Aside from the obvious need for health & safety, there are many other aspects of HR and when you join forces with an agency that works in your sector, the only way is up!

 

How Employment Law Protects Workers

If you’re like most people, you probably think of employment law as a system that protects workers from being exploited by their employers. And while that’s certainly true, employment law actually does much more than that. In fact, employment law is a complex and ever-evolving area of the law that covers a wide range of topics, from discrimination and harassment to wages and hours. Here’s a quick overview of some of the key ways in which employment law protects workers:

Discrimination and Harassment

There are a number of federal laws that prohibit employers from discriminating against employees on the basis of race, color, religion, sex, national origin, age, disability, or genetic information. These laws make it illegal for employers to treat employees differently based on any of these protected characteristics. Additionally, these laws protect workers from being harassed on the job because of their membership in a protected class. If you believe that you have been the victim of discrimination or harassment at work, you should consult with an experienced employment law attorney to discuss your options.

Demonstrators holding signs demanding the right to vote and equal civil rights at the March on Washington

Image source: Unsplash

Retaliation and Victimisation

Another key area of employment law is retaliation. Federal law prohibits employers from retaliating against employees who engage in certain protected activities, such as filing a discrimination complaint or testifying in an investigation. Additionally, state laws may also protect employees from being retaliated against for engaging in other activities, such as requesting reasonable accommodations for a disability. If you believe that you have been the victim of retaliation at work, you should consult with an experienced employment law attorney to discuss your options.

Wages and Hours

Employment law also governs the wages and hours that employees are entitled to receive. For example, the Fair Labor Standards Act (FLSA) establishes minimum wage and overtime pay requirements for covered workers. Additionally, the FLSA sets forth rules regarding when and how employers can deduct money from an employee’s paycheck. If you have questions about your rights under the FLSA or any other wage and hour law, you should speak with an attorney who specializes in this area of the law.

Safety and Health

Employment law also requires employers to provide their employees with a safe and healthy work environment. The Occupational Safety and Health Act (OSHA) sets forth a number of regulations designed to protect workers from potentially harmful work conditions. Additionally, OSHA requires employers to provide employees with information and training about potential workplace hazards. If you believe that your employer has violated OSHA’s rules, you should contact an experienced OSHA attorney to discuss your situation.

Social Security and Unemployment Compensation

In addition to the protections provided by federal and state law, workers are also entitled to certain benefits, such as social security and unemployment compensation. Social security is a government-provided retirement program that workers contribute to through their payroll taxes. Unemployment compensation is a government-provided program that provides financial assistance to workers who lose their jobs through no fault of their own. If you have questions about your rights to social security or unemployment compensation, you should speak with an attorney who specializes in this area of the law.

These are just a few of the ways in which employment law protects workers. As you can see, employment law is a complex and ever-changing area of the law that affects workers in a variety of ways. If you believe that your employer has violated your rights under employment law, you should consult with an experienced attorney to discuss your situation. This article is intended to be informational only and does not constitute legal advice. You should always consult with an experienced attorney for specific advice regarding your situation.

Labor Relations: An Overview

Labor relations is the study and practice of collective bargaining, labor-management relations, and trade unionism. The field commonly includes arbitration, mediation, and conciliation of disputes between workers and management. In most countries, labor relations are primarily governed by statutory law (often called labor law) and common law. However, in some countries labor relations is primarily governed by customary law, which takes the form of unwritten rules and traditions.

History of Labor Relations

The history of Labor Relations can be traced back to the early days of the Industrial Revolution in Europe and North America. In the late 18th and early 19th centuries, the rise of factories and large-scale businesses led to a growth in the number of workers who were employed in these settings. As the industrial economy expanded, so too did the labor force. This growth in the labor force led to a number of changes in the way that work was organized and conducted.

Theories of Labor Relations

A number of different theories have been put forward to explain the development and nature of labor relations. These theories can be broadly grouped into two main categories: instrumentalist and structuralist. Instrumentalist theories of labor relations focus on the role that economic factors play in shaping the relationship between workers and employers. These theories see the labor market as a key determinant of labor relations. Structuralist theories, on the other hand, focus on the role that social and political factors play in shaping labor relations. These theories see power relationships between workers and employers as the key determinant of labor relations.

Industrial Conflict

Industrial conflict is a term that is used to describe the relationship between workers and management. It is characterized by a number of different forms of dispute, including strikes, lockouts, and picketing. Industrial conflict can also be thought of as a struggle over the control of the workplace. This struggle can take many different forms, but it typically pits workers against management in a battle over work conditions, wages, and workplace rules.

Free Man Welding Metal Bars Stock Photo

Image source: Pexels

Union Organizing

Union organizing is the process by which workers come together to form unions. Union organizing typically occurs in response to perceived unfairness in the workplace. Workers who feel that they are being treated unfairly by their employer may try to organize a union in order to improve their working conditions. Union organizing can also be seen as a form of industrial conflict. When workers attempt to organize a union, they are typically doing so in order to gain more power in the workplace.

Collective Bargaining

Collective bargaining is the process by which unions and employers negotiate the terms of employment. This process typically includes negotiations over wages, hours, and working conditions. Collective bargaining is a key part of the labor relations process. It is through collective bargaining that unions and employers come to an agreement on the terms of employment.

Grievance Procedures

A grievance is a complaint that an employee has about their job or working conditions. Grievances can be filed with either the employer or the union. The grievance procedures are the process by which these complaints are resolved. Grievance procedures typically involve a series of steps, beginning with a meeting between the employee and their supervisor. If the grievance is not resolved at this level, it may be escalated to higher levels within the company or the union.

Arbitration

This is a process wherein both parties involved in a labor dispute agree to submit their differences to a third party for resolution. This third party, known as an arbitrator, will hear both sides of the argument and render a decision. Arbitration is typically used as a last resort when other methods of dispute resolution have failed. The arbitrator’s decision is binding, meaning that both parties must abide by it.

Labor Management Cooperation

Labor management cooperation is a term that is used to describe the relationship between unions and employers. This relationship is characterized by mutual respect, communication, and cooperation. Labor management cooperation typically occurs when both parties feel that they can benefit from working together. When labor and management cooperate, they are able to negotiate contracts that are beneficial to both sides.

Public Sector Labor Relations

Public sector labor relations are the relationships between government employees and their employers. These relationships are governed by a different set of rules and regulations than private sector labor relations. Public sector labor relations are typically more adversarial than private sector labor relations. This is due in part to the fact that government employees are not able to strike.

International Labor Relations

International labor relations are the relationships between workers and management in multinational corporations. These relationships are governed by a different set of rules and regulations than domestic labor relations. International labor relations are typically more adversarial than domestic labor relations. This is due in part to the fact that multinational corporations often operate in countries with weak labor laws.

Occupational Safety and Health

Occupational safety and health is the study of the risks that are present in the workplace. This study includes both the risks that are posed to workers and the risks that are posed to the general public. Occupational safety and health is a key part of the labor relations process. It is through occupational safety and health that employers and unions come to an agreement on the safety and health standards that should be in place in the workplace.

Workers’ Compensation

Workers’ compensation is a system of insurance that provides benefits to workers who are injured or ill as a result of their job. Workers’ compensation is a key part of the labor relations process. It is through workers’ compensation that employers and unions come to an agreement on the terms of compensation for workers who are injured or ill.

Unemployment Insurance

Unemployment insurance is a system of insurance that provides benefits to workers who are unemployed. Unemployment insurance is a key part of the labor relations process. It is through unemployment insurance that employers and unions come to an agreement on the terms of compensation for workers who are unemployed.

Social Security

Social security is a system of insurance that provides benefits to workers who are retired or disabled. Social security is a key part of the labor relations process. It is through social security that employers and unions come to an agreement on the terms of compensation for workers who are retired or disabled.

Labor relations is a complex and ever-changing field. It is important for both employers and employees to understand the basics of labor relations. By understanding the basics of labor relations, employers and employees can work together to create a work environment that is safe, productive, and fair.

How To Find An Excellent HR Company To Help Your Non-Profit Business

How To Find An Excellent HR Company To Help Your Non-Profit Business

It can be highly challenging running a non-profit business. You often struggle to get the expertise you need to help you run your operation more smoothly. Budgets are often extremely tight, so you are limited to employing talent with the skills you need to make a difference to your organisation. However, one way to combat this is by outsourcing critical business services such as HR to reputable companies that offer their expertise for an affordable fee.

Below are some tips and advice to help you find and choose a reputable company to help your non-profit business and help to grow it and make it a resounding success.

The Start Of Your Search

The search for a company that can offer the best outsourced HR services for nonprofits starts with asking for recommendations. You are best to ask other organisations you know. If you have contacts with other non-profits, you can ask them if they outsource their HR requirements and if they know of any companies that may be suitable. You may be lucky and find a company that is a perfect fit for your business, but rather than sticking with the first company you are recommended, you will still want to look at other companies online.

Looking For Companies Online

Even if you do get a quality recommendation, you will still want to compare the companies with others you find online. You will need to start by using a search engine of your choosing and looking for companies that offer outsourced HR services. Out of the search results, create a list of potential companies that interest you.

You will want to try and get as many companies on your list as you can before you start comparing them together and getting rid of the least desirable companies on your list. When you have already listed a reasonable number of companies, you can do some further digging into their online reputations, which can help you whittle your list down to a few companies.

Digging Into Their Online Reputations

The next step is to look at the companies’ online reputations left on your list and see what you can find out about them online. You can use many websites to do this, such as social media sites like Facebook, Instagram, and LinkedIn. You can also use independent review websites such as Feefo. You can see what customers have to say about their experiences with a company and use the information you find to narrow down your list further. Once you have only a few companies left on your list, you can contact them and ask them for a quote for your services.

Don’t Hesitate To Ask For Quotes

You can then contact each of the companies left on your list, explain your requirements, and ask them to create a proposal and a quote for their services. You can then compare the quotes you receive back. See which one is the best fit for your organisation and offers the best value for money. You can then decide which one to use and start utilising their services to streamline your operation and help you to grow it.

The overall cost is vital to consider, but the cheapest option is not usually the best. Instead, select the company that offers value for money and rapport with you, making the working relationship easier to manage.

The Many Benefits Of Partnering Up With A Legal Employment Expert

Why Should You Hire An Employment Law Expert For Your Business

If you are a business owner, you won’t need to be reminded of the many liabilities you have as an employer and there are very clear rules and regulations you must follow when employing people. As you would expect, labour laws are mainly about offering employees protection and should you fall foul of these laws, there can be very serious consequences for any employer that fails to comply.

Complex Labour Laws

As an employer, there are so many ways that you could fall foul of labour laws. Here are a few examples:

  • Unfair Dismissal – If you terminate an employee’s contract, you need to be 100% sure that you are compliant with laws regarding employment termination. Let’s imagine you fire a worker for being constantly late and you failed to follow the correct procedure by not giving them a verbal and written warning, this could lead to the dismissed worker filing a claim for unfair dismissal.
  • Discrimination – You probably know that there are many laws in place to protect workers against many forms of discrimination and while it might not be intentional, it is easy to find yourself on the receiving end of a claim. Discrimination could involve race or gender. A female applicant might feel that she is more qualified than the man you selected and she could very easily get in touch with her local labour office and start the claim process. A person with a slight disability could feel that they were overlooked in the selection process, despite having all the requirements and when such claims are made, someone with knowledge on employment law protection for employers is essential.

Photo by Mikhail Nilov from Pexels

  • Paid Holidays – There are laws in place to protect employees regarding paid holidays and with an on-demand employment law advisory service, you can rest assured that you stay on the right side of the law regarding employees and paid holidays.
  • Breach Of Employment Contract – Some people make a point of learning about their rights as an employee and should they ever feel that their employer is asking something of them that is not in their job description, they could file a claim for breach of contract. Expecting people to carry out their work without providing essential safety, is just one example of how you could fall foul of employment rules and regulations. Of course, it this occurs, you will need to seek out legal advice before making any response and there are specialist providers of legal advice concerning labour laws.

While employees have good protection, employers need to be very aware of the complex employment laws that are in place. Fortunately, there are online solutions in the form of experienced legal experts who are always ready to assist you regarding any aspect of the complex labour laws. Having an ally like this ensures that you will always be compliant and can hopefully forge a great relationship with your workforce.

Know Legal Issues That May Affect Your HR Career

HR Career

Human Resources has long played a critical part in the workforce. HR practitioners must have a thorough awareness of current and up-to-date HR law and its accompanying laws in addition to the typical responsibilities of hiring, onboarding, coaching, and payment.

Such HR employment rules govern recruitment and termination, safe working conditions, perks and compensation, privacy, and protecting employees from discrimination and harassment.

Legal laws to know and its importance

HR managers may find it challenging to keep up with changing labor legislation. Each change offers a whirlwind of new information from the federal, state, and local levels.

Salaries, pension benefits, and perks are all governed by basic HR rules. The working environment is influenced by safe work legislation. Worker revenue sharing and share buyback schemes are examples of tax rules that affect salaries. Furthermore, in such a racial and partial context, HR discrimination and harassment rules are more necessary than before.

Legal laws

Discrimination in the Workplace

Surprisingly, the number of charges filed against employers for discrimination appears to be decreasing year after year. The cause for this is apparent: human resources departments are more sensitive about discrimination overall.
Sex, color, gender identity, and religion are the most obvious. Simultaneously, keep an eye out for prejudice based on marital and family status, handicap, or even veteran status. As a result, HR professionals need to stay current on all possible bias issues in the workplace.

Employee Lawsuits for Harassment

Harassment is yet another basic problem for the Human resources department. Sexual harassment in the workplace is being scrutinized in the aftermath of social movements like #MeToo. Therefore, companies and HR personnel cannot pretend to be oblivious to such issues.

Lawsuits for Harassment

Likewise, it can be considered for other types of job harassment. If there is any form of power disparity or abuse, a lawsuit may be filed. As a result, you must treat all forms of harassment with the same seriousness.

Confidentiality Concerns in Human Resources

Being in HR, you are entirely aware of all the personal data to which you have access. These particulars should be kept private. They must never be shared with anyone else.

Following Equal Pay Laws

Following Equal Pay Laws

HR personnel, as previously stated, have accessibility to each employee’s financial details. As a result, you know how much each individual earns. This means you’ll be aware of any gender or race disparities right away.

Most HR professionals may feel powerless to resolve such inconsistencies at this point. However, regulations that affect equal pay can be put in place even before a job is advertised. As a result, it will be able to avoid any gaps that may arise due to personal or biological circumstances.

Final views

These are some of the most pressing legal challenges that all HR departments must address. However, now that you’ve identified some of the primary issues, you’ll be able to manage them more effectively at your workplace.