Human Resources
iAS offers customized HR services:
- Step-by-step hiring, onboarding, and performance management
- Unemployment/separation services
- Employee handbook creation and distribution
554 W Main Street Suite 400
Buford, GA 30518
Hiring
Hiring a new employee can be expensive, time-consuming, and extremely difficult in today’s competitive job market. iAS’s Hiring streamlines the processes of posting to job boards, tracking applications, and assessing and communicating with applicants. This allows you to be significantly faster and more competitive in finding and attracting the right candidates for your jobs.
Automated Job Posting
Post jobs your website career portal plus job boards and social media like Indeed, LinkedIn, and Facebook with a single click.
Custom Screening Questions
Score and rank candidates as they apply. Automatically screen out candidates that don’t meet minimum qualifications.
Candidate Communication
Improve engagement and time-to-hire by communicating with candidates through automated email messages and SMS texting.
Tag and Keyword Matching
Automatically review and filter resumes for keywords and skills that match your jobs’ requirements.
Employment Applications
In general, HR finds suitable candidates and passes their applications along to management for interviews. If management decides to move forward in the hiring process, HR conducts a background screen.
Onboarding
The first few days of an employee’s job are critical to setting them up for success. Unfortunately, new hire paperwork and formalities can bog down the process and lead to lower employee productivity and satisfaction. iAS’s Employee Onboarding provides a simple, step-by-step process that can be completed on any device, from anywhere. Say goodbye to paper forms and dramatically reduce the time needed to accurately capture employee data.
Paperless Onboarding
New employees can quickly complete required employment forms, view faculty and organization charts, watch videos, and more.
Custom Onboarding Workflows
Create custom onboarding plans for both new hires and internal movement of employees from one position to another.
Employee Self-Service
The Employee Portal allows new employees to access forms, videos, calendars, policies, and benefit information at any time.
Securely Track Documents
All forms and documents are securely tracked and stored electronically. Digital signatures can be easily captured for complete and auditable records.
Performance Management
With today’s challenges in finding and hiring new employees, retaining your top contributors has never been more important. iAS’s Performance Management allows you to track manager and employee reviews, quickly set team and employee goals, and solicit employee feedback. With a modern performance management program, you get the data you need to see who your high performers are, and which employees need help to improve.
Consistent Feedback
Reviews and assessments can be scheduled on any cadence, and employees can track notes and achievements throughout the year.
Wide View of Performance
Managers can solicit feedback from others on their employees’ performance. Employees can evaluate themselves and provide feedback on colleagues.
Formalized Goals
Create goals for employees that focus on frequent feedback and coaching by managers. Automated reminders ensure timely completion of reviews.
Template Library
Comprehensive library of job competencies, employee objectives, core values, and coaching comments for supervisors to draw from.
Handbooks Creation and Distribution
Although handbooks are not required by law, best practices are for employers to give employees a copy of the organization’s policies and procedures and any signed documentation related to their employment.
- Look over the organization’s current policies and adjust as needed
- Design an outline of the desired handbook
- Summarize each policy and procedure
- Add the policies and procedures under the appropriate section in the outline
- Review all aspects of the handbook
- Give the handbook to legal counsel for review
- Decide the distribution method
- Distribute them
- Adjust the handbooks as needed
Audit EEOC Compliance
U.S. Equal Employment Opportunity Commission Compliance is vital to every business as it prevents discrimination in the workplace. For instance, EEOC stops discrimination based on age, sex, sexuality, nationality, gender, religion, disability, equal pay/compensation, race, sexual harassment, retaliation, and genetic information. To ensure this, HR perform audits to verify that organizations are complying with EEOC.
During audits, HR checks for proper employee and management/supervisor training as well as appropriate enforcement and support from all levels of the organization.
Drug Testing
Federal law doesn’t mandate drug testing. But certain organizations are regulated differently. On one hand, employers of private businesses decide if they want to require drug screens. On the other hand, state and federal businesses (banks, healthcare, law enforcement, etc.) must drug test employees for the safety of others. To implement a drug testing policy, Human Resources (HR) must outline every event that requires a drug screen, what drugs will be tested, how they’ll be tested, and the consequences of a positive result. Then, they must share it with management and employees as well as have it posted where everyone can easily see it. Look at the drugs that should be tested:
5-panel drug screen:
- THC (marijuana)
- Cocaine
- Methamphetamine/Amphetamine
- Opiates (morphine, heroin, codeine)
- Phencyclidine (PCP)
10-panel drug screen:
- THC (marijuana)
- Cocaine
- Methamphetamine
- Amphetamine
- Opiates (morphine, heroin, codeine)
- Phencyclidine (PCP)
- Methadone
- Benzodiazepines
- Propoxyphene
- Barbiturates
Employee File Maintenance
Human Resources must maintain a file with every employee’s job-related documents. In fact, employee personnel files should contain:
- Job application/resume
- Job description
- Employment offer
- Signed acknowledgement of employee handbook
- IRS Form W-4
- Emergency contact(s) and next of kin forms
- Performance evaluations
- Employee benefits forms
- Customer/coworker complaints
- Records of attendance and training completion
- Notes on attendance/tardiness
- Warnings/disciplinary actions
- Awards/citations for outstanding performance
- All written agreements, contracts, acknowledgements, and receipts between the employee and employer (employment contract, noncompeting agreement, company car)
- Departure documents (unemployment, reason for leaving or firing, insurance continuation forms, etc.)
Recruiting and Hiring Practices Assistance
HR contributes greatly to the recruiting and hiring process. For instance, HR makes sure that job descriptions meet the needs of the employer. They evaluate candidates based on a set criteria. Plus, HR ensures everyone involved follows the same policies and procedures. Essentially, they handle the legalities of the whole process.
COBRA and HIPAA Administration
iAS can assist with the COBRA filing and administration process. Employers are required to offer continuous health care coverage under COBRA within 45 days of termination. Employers must offer COBRA if any of the following occurs:
- They have 20+ employees for over 50% of the past calendar year
- There are new hires
- A Qualifying Event transpired
- Employees add spouses to their plan
On the other hand, HIPAA (Health Insurance Portability and Accountability Act of 1996) prevents limitations and exclusions from preexisting conditions in most insurance plans. Employers are required to inform employees of all aspects of the plan as well as Certification of Coverage when:
- An employee no longer has coverage or has a Qualifying Event for COBRA
- An employee no longer has coverage under COBRA
- An employee request it within 24 months of no longer being covered under their plan
HR handles all of this for employers.
