Policy and Procedure Development
Whether it’s a crisis du jour or an explanation of vacation policy, it is pertinent that your supervisors have a steadfast policy from which they can address employment issues on a consistent basis. The formulation of this policy manual includes a review and critique of any existing procedures to ensure compliance with current federal and state guidelines relative
to the organization’s employment function. This may also include the development of an Employee Handbook which outlines the employer’s policies and benefits in condensed form and serves as a reference for new and current employees.

EEOC Client Discrimination
As soon as you encounter an EEOC discrimination charge or compliance issue, you need expertise in resolving the situation. We will advise and act on behalf of the employer in
cases involving these disputes. This encompasses preparing the required written response plus dialoguing with the EEOC investigator and mediation, if necessary throughout the EEOC charge process.

Position Description Development
Do you want to have a better understanding of an incumbent’s overall job duties? Would
you know what physical requirements an applicant must have in order to fill a position?
Then what you need are position descriptions for each position within your organization.
We will design and develop written position descriptions for exempt and non-exempt HR including a format that is aligned with the Americans With Disabilities Act.
Position descriptions are essential when correlating compensation relative to job duties.

Outsource HR Department
Many companies are looking for outsourcing opportunities to reduce fixed costs, yet provide
a high level of expertise. In the Human Resources area, this arrangement could consist of either having a consultant on call to render consulting expertise at any time or on-site on a scheduled basis. It would include, but would not be limited to, designing a performance appraisal procedure, reviewing HR files to ensure federal and state compliance, and consulting with supervisors regarding employer-employee situations which would alleviate possible exposure for you and your company with regard to labor laws. It affords your organization strict confidentiality of all human resource information, prompt completion of
all daily work and projects, and the expertise and experience of several qualified H.R. consultants from the Coy Lewis Company.

Sexual Harassment Investigations
As soon as one of your employees voices a complaint of sexual harassment against another employee the employer liability clock “starts ticking”. How the employer handles the complaint and investigation can either reduce and/or limit the employer’s liability. Our Company has handled numerous complaints and investigations of sexual harassment
thereby saving our clients many dollars in terms of potential legal settlements and publicity. Investigations are handled in strict confidence and in an utmost professional manner.

Policy and Handbook Critique
You currently have a policy manual, but it’s been some time since it was last updated and
you feel sure that amendments are needed. A review and critique of the current HR policy manual will be conducted to ensure compliance with current federal and state guidelines relative to the organization’s Human Resource function. We will also recommend policies, if needed, that should be included in your manual. Once we have completed the review, you will receive a written critique highlighting any problem areas with suggestions
for possible solutions. Also included in the critique is an interview discussion to explain the reasons for change. This in itself has been a great learning tool for our clients.

HR Department Audits
Do you have any idea whether your HR department practices comply with federal and/or state laws? Are new employees being given sufficient information post-employment?
A complete audit will answer these and many other questions. It will include, but is not
limited to, an evaluation of the HR files, performance appraisal process, hiring practices,
and compensation. All audits include an interview with the client to cover
significant findings that could negatively impact the organization, plus recommend new or modified procedures.

HR Forms Development
Would you like to eliminate those problems often encountered by ill-prepared HR forms? Development of a personalized library of forms could include employment applications, performance appraisals, exit interviews and a variety of payroll forms, all meeting federal and state laws, complete with disclaimers.

Incentive Compensation Plans
Do you want to increase the morale of your employees while ensuring that organizational objectives are met? Incentive compensation plans are designed to motivate reward, and retain key personnel and exceptional performers when these corporate goals are met and exceeded. Development of this plan will include setting goals, objectives and expectations
for the administration of the plan. Incentive compensation plans provide a method of distributing salary dollars during high earning years while slowing the growth of base
salaries throughout an organization.

Employee's Statement of Earnings and Benefits
Would you like to show your employees that their compensation goes beyond what they see on their payroll checks? These statements inform each employee how much the
organization contributes on behalf of the employee for employee benefits such as social security, pension plans, life and health insurance, etc. It is eye-opening when a job thought to be worth $35,000
annually, is valued as high as $44,000.

Salary Surveys
What are your competitors paying their employees? Are you within their range to be competitive? Is your salary structure competitive? We will collect the needed salary data on either a regional and/or national basis and report it in composite averages according to relative scope data. This will allow for the most accurate position comparisons available. We hope to assist you in comparing your salary data against those which are the most similar in your industry or region, as well as give a total for the market.

Affirmative Action Programs
Governmental compliance of Executive Order 11246 can prove to be a nightmare for any federal contractor who has not developed a plan. We can assist you in developing a plan for implementation by addressing the required components for compliance. Compliance with this Executive Order is complex and requires an understanding of dealing with Federal Compliance officers. It is especially important since the Equal Employment Opportunity