Case Study 1
The Issue: A manufacturing client did not have a human resources function when McCabe Consultants was referred to address some HR related questions. In discussing the client’s needs, McCabe Consultants identified the client had multiple issues in which they needed assistance with such as: recruitment and retention of qualified and highly valued employees, overall compliance issues related to employment practices, and compensation failures.
The Solution: McCabe Consultants was retained as the HR department for the company. Our HR Business Partner conducted a human resources function review, identified and prioritized HR liabilities needing to be addressed, worked with management to develop their organizational structure and job descriptions, developed a basic compensation plan, trained staff in key areas of interviewing skills and sexual harassment prevention, and brought the client into state compliance.
Case Study 2
The Issue: A retail owner with 6 stores rarely paid her hourly employees overtime. She felt having a comp time policy instead of paying overtime was better fiscally for the company. Recently a newly hired employee challenged that policy and requested to be paid for all hours worked.
The Solution: McCabe Consultants reviewed state and federal laws, in addition to reviewing the employer’s Employee Handbook. The HR Business Partner reminded the client of CA overtime laws and all non exempt employees must be paid time and half for hours worked of 8 hours in a day. In addition, employees must be paid whether or not the time has been approved. McCabe Consultants also updated the employer’s Employee Handbook, developed a Performance Management Program (including disciplinary action tools), and a Compensation Policy to ensure compliance.
Case Study 3
The Issue: A local entertainment firm retained McCabe Consultants as their interim Director of HR for four months. While there, McCabe Consultants noticed many freelancers had worked there for over a year. Job descriptions were not in place for a recently developed department and efforts relating to employee relations and payroll administrative tasks were unsuccessful.
The Solution: The McCabe Consultants HR Business Partner consulted with the firm’s legal counsel and recommended application of the common law test and economic realities test with regard to the definition of independent contractor’s vs. employee. Job descriptions with salary grades and reporting structures were developed and recommendations for streamlining and automating employee relations administrative tasks were put in place. With the recommended changes in automation the HR department had an increase in productivity of 20% which added an additional 8 hours of time for work to be done.