San Jose Human Resources
UniqueHR offers a number of Human Resource services for companies and employees in the San Jose area, and produce on-site and online Human Resource Training programs. We create custom employee handbooks and procedures for each company. We provide verifications including the Department of Human Services, Attorney General, Social Security Administration, and more. In addition to these services, we also handle background checks, employee status changes, and pre-employment screenings.
San Jose is the largest city in Northern California. It is located on the San Francisco Bay, and in the center of Santa Clara Valley. Ebay, Cisco Systems, Adobe Systems, and Samsung are all headquartered in San Jose. Various points of interest in San Jose include Winchester Mystery House, The Tech Museum of Innovation, and the SAP Center, where you can catch a San Jose Sharks hockey game. San Jose also has a historic district located in downtown San Jose, where there are unique buildings that feature Victorian, Roman, and Spanish architectural design styles.
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PEO San Jose CA
A PEO, professional employer organization, specializes in working with small and medium-sized businesses to provide HR services which include: payroll, benefits, tax administration, workers compensation, and more. This is done through a co-employment relationship and provides an integrated approach to HR solutions. NAPEO’s White Papers reports “businesses in a PEO arrangement grow 7-9 percent faster… and are 50 percent likely to go out of business.” By outsourcing administrative and employment responsibilities, companies and business owners are able to focus more of their time on their core business responsibilities. UniqueHR is NAPEO certified and has helped many businesses with their human resources needs. We hope to be your trusted PEO in San Jose.
Staffing San Jose
UniqueHR clients have the added value of turning to Unique Employment Services for a cost-effective manpower solution for their direct hire, executive search, and temporary hiring needs. Our staffing agency has been serving the United States with excellence for nearly four decades. UniqueHR can help you with all your staffing needs in San Jose. We work hard to provide individuals with the best employment opportunities available.
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Payroll Services San Jose CA
UniqueHR’s payroll services include preparation of payroll, payroll registers and billing reports for San Jose area companies. We offer secure web-based time reporting, online access to earning reports, and year end W-2 forms. We complete the processing of wage garnishments and wage assignments. We prepare job costs and certified payrolls at no additional charge. We also provide a shift in liability for all state and federal tax compliance and reporting.
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Our Benefits Administration offerings in San Jose include Major Medical Group Health Insurance, Dental Care, Vision Care, and Health Savings Accounts. We also offer life insurance, short term and long term disability. Healthcare regulations are constantly changing and it’s hard to keep up. Unique HR uses their experience to help shoulder your compliance burdens, stem the paperwork tide and reduce the risk of noncompliance.
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Planning for retirement is important to most employees. The hurdle for most businesses is to put together a 401(k) plan that is up-to-date, easy to use and cost effective. UniqueHR overcomes these hurdles for our clients with plan design, investment performance and service which are second to none. We offer a number of services that help you with retirement benefits.
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At UniqueHR, we have Worker Safety experts that assist and educate clients with a number of different programs. Our safety programs include Safety Program Development, Safety Manual Development and Implementation. We also offer Safety Meetings and Training, with specific training certifications. We also provide job site inspections and audits.
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Workers’ Compensation San Jose
There are many benefits of partnering with UniqueHR for Workers’ Compensation. We offer $1,000,000 Coverage, with excess limits up to 15 million if required. We provide workers’ compensation administration and claims management. We also offer exclusive remedy protection under workers’ compensation regulations. We also offer no premium down payment and relief from annual audits, adjustment of payments, and hearings by state.
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SPOTLIGHT QUESTION: WHAT ARE THE BEST TIPS FOR AVOIDING LEGAL ACTION BY EMPLOYEES?
- Document, Document and Document
Documentation is one of the best strategies to prevent or win employment lawsuits. A written employment record can help convince an opposing attorney not to file suit or convince a judge in your favor if a suit goes to trial.
- Honesty Does Pay and Timing is Everything
If an employee’s performance is below standard, you should promptly communicate that fact to them. Several things hap- pen when this is ignored. The employee can continue below standard performance or become angry when later told about the unacceptable performance after it was condoned. Nobody wins if feedback is not honest and timely.
- Take Action
Take action to deal with employee misconduct, unacceptable attendance, or unacceptable performance early. It is easier to correct if addressed before it becomes ingrained. This is particularly true of new hires who need feedback. You should closely monitor a new employee’s performance. Remember to provide the employee feedback in writing.
When you keep good records, it is easier to terminate or put an employee on notice. If employee performance does not improve, then the employee should be terminated. Your proper documentation will be important in protecting you from wrongful termination actions by a former employee.
- Train Your Staff and Enforce Your Policies Fairly, Consistently and Aggressively
You must tell employees the rules and what action will take place for violations. Regulatory agencies and courts ask if you have told the employees the rules. If you use an employee handbook, publish and distribute it. Hold employee meetings and post memos on bulletin boards to communicate your policies. Training cannot be over emphasized. With today’s volatile employment atmosphere, it is essential that all supervisors are aware of the fundamentals of discrimination and fair treatment. Management personnel are acting agents of the company and are never off work. You can pay a stiff penalty for inappropriate or unlawful actions by supervisors. You can be held liable for their actions.
- Changing Policies
You can face a lawsuit if you give in to an employee’s frequent demands for exceptions to the company rules, policies, or procedures. However, you can make exceptions to your policies when it makes good business sense. You must document that decision and explain the business rationale for doing so. A policy is also what you practice, not just what is written.
- Employment Law Attorneys
Employment Law Attorneys take cases based on a contingency fee; therefore an employee may only have to pay minimal court cost to file a lawsuit. As an employer, a key issue for you is providing a convincing rebuttal to any legal charge. Documentation is critical. If you have valid, documented business reasons for your actions, it is possible the employee’s attorney will drop the case.
- Your Communications Can Be Tested
When a suit is filed the employee’s attorney may seek discovery or any and all documents pertaining to the issue. You are obligated to provide any and all written information pertaining to the employment of your employee. Failure to disclose all information is illegal. You may be asked to explain the meaning of your documents under oath. Make sure documentation is written in a business like manner and includes only information that is believed to be true and factual. This includes e-mail documents, voice mail, notes, memos, formal counseling, warning letters, etc.
- Fair and Consistent Application of Policies
Fair and consistent application of employment policies is the key to success. Under Texas and Federal Law, in these matters of discrimination and harassment, you and UniqueHR are considered co-employers of the employees. We share the liability if a claim is filed. A key element to the limits of the liability is what happens at the work site. That is the place where you are in control, it is also the place where your supervisors and managers represent the company. Together we can ensure that a safe and harassment-free workplace is created. We can create a place where employees treat each other with respect and work as a team.