Frequently Asked Questions

Why do I need an employee handbook?

There are both practical and legal reasons for having an employee handbook. The handbook provides employees with an overview of your policies, procedures and benefits. It lets employees know what is expected of them and what they can expect from management. Well-written policies can also offer a legal defense against employee lawsuits for wrongful termination or harassment.

My company is small and can’t afford a dedicated human resources staff member. How can a consultant help?

A human resources consultant can help by providing you with tools, resources and advice to stay compliant with federal, state and local laws and regulations. The consultant can provide training to you and/or your staff on important topics such as harassment prevention, communication, proper documentation, etc. The consultant can also handle recruiting projects for you and help you design benefits and time off policies that will fit your budget. For more detailed information about how a human resources consultant can help, see our blog post “What Does a Human Resources Consultant Do?”

What are non-technical skills?

Non-technical skills, often called “soft skills,” are the personal attributes that enable a person to interact and work effectively with others. Examples are: communication, critical thinking, decision-making, goal-setting, creativity and flexibility. These skills are as important as technical skills, but they are more difficult to test for and define. For information about why you should train managers in non-technical skills, see our blog post “Are You Setting Your Managers Up to Fail?”

What are the benefits of an onboarding program?

An effective, in-depth onboarding program is more than just filling out paperwork. It is the first step toward introducing new hires to your organization’s culture, as well as to your policies and procedures. Effective onboarding can increase retention rates by as much as 50% and increase employee engagement dramatically. Organizations are becoming more creative in the design of their onboarding programs.

Do I need a reason to fire someone if I am located in an at-will state?

The answer to this is no – and yes. Technically, “at-will” doctrine means that anyone can be fired for any reason or for no reason. However, this doctrine is eroded by legal precedent and a myriad of employment laws. If a termination is happens because of discrimination, for example, it can be determined to be a wrongful termination, which is expensive and harmful to your organization.

What is a bona fide occupational qualification (BFOQ)?

This is a factor that would normally be considered discriminating (i.e., gender, religion, national origin, age) that is reasonably necessary for the normal operations of an organization, to carry out a particular job function. (Examples: an acting position that requires a specific gender or race; mandatory retirement age for airplane pilots for safety reasons.) This is allowed for under Title VII of the Civil Rights Act and under the Age Discrimination in Employment Act, but not under the Americans with Disabilities Act.

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