Services Check Out Our Human Resource Compliance Solutions The Employee Relations Group (TERG) is a human resources and employment compliance services company with a passion for helping businesses stay out of court and litigation so they can focus on growing their business revenue. Your company fits our business model because you: Are a small business with 3 to 30 employees (but no more than 49*) We accomplish this through two goals: First, our client relations are on an as-needed basis, not by retainers or on-going contract basis. Second, we are our client’s Consultant of record, at no charge. This relationship allows TERG to investigate, validate, and assist in resolving issues in a timely manner and internally without our client employees feeling they have to file with local, state, or federal agencies to be heard. These goals were formalized when we designed our business model around how to best serve small businesses that usually do not have trained human resources professionals on staff. TERG chose services from the area of employee relations because these issues generally go to court or litigation and are the costliest to resolve externally. Employee relations also can be the most challenging area of human resources but it is the best fit for the skills of the TERG Team because: Our Principal Consultant is an expert in all areas of human resources and employment compliance. We will: Set up your company’s compliant HR procedures Be on-call thereafter as-needed Counsel and advise supervisor and managers as needed Provide training in areas of: harassment, interviewing, disciplinary action, safety, etc. Audit and revise current processes and documents Draft and assist in delivery of Disciplinary Actions Do Risk Assessment prior to terminations Conduct Termination Meetings Not just advise but draft any and all compliant HR and employment-related documents and forms your small company needs, for example: Job Offer Letters Job Descriptions Commission Plans Disciplinary Action Termination Letters Time Sheets Employee Handbook Employment Application Interviewing Compliance At-Will Confirmation of Current Employees Background Screening Form and Services Forms, Documents, and Services as Registered Agent of your Company We utilize a mobile office to go to our busy small businesses. Like our clients, we do more with less to keep our overhead costs as low as possible without sacrificing quality. We utilize state-of-the-art electronic tools in our back-office, allowing consistent one-on-one and face-to-face communications with our clients, during and after regular business hours. *Companies with more than 49 employees we provide limited consultant services: Counsel and advise supervisors and managers Audit: I-9, payroll, and time-keeping processes Drafting and delivering disciplinary actions Harassment training for Staff and Management Workplace investigations Risk assessment before firing Liaison with an outside attorney TERG’s Informational Summary of HR LGBTQ+ Support Goal – To assist businesses and organizations in Best Practices for Building an LGBTQ+ – Inclusive Workplace I. Present and gain approval for the Business Case for Inclusion II. Best Practices recommendation will include: a. Identifying issues that affect LGBTQ+ employees. b. Review and update company policies ( EEO statement, Anti-harassment, Code of Conduct, Dress and Grooming, etc.). III. Review the company’s training and draft updates to ensure LGBT issues are covered (Diversity Training). IV. Communicate Policies to employees. V. Consider transition guidelines for transgender employees: a. Training Human Resources on how to communicate and respond to requests from employees related to (privacy, restrooms, health insurance, leave, time away from work, disability benefits, domestic partner and same-sex benefits, etc.). VI. Balancing LGBTQ+ concerns versus: a. The need to prevent inappropriate workplace behavior. b. How the community and internal communications will reflect in the overall goal and mission of the company or organization.