Forums
Seeking HR outsourcing tales
General Forum
Seeking HR outsourcing tales
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Hi
I'm working on a book to be published in the UK next year about outsourcing HR functions. I'm looking for anyone with experience in the area, and/or strong feelings on the topic, who'd be willin
0
Cat:Topic ForumsForum:ForumId53
Cat:Topic ForumsForum:ForumId53Discussion:DiscussionId15929
Forums » Topic Forums » General Forum » Seeking HR outsourcing tales
|
Seeking HR outsourcing tales
posted at 9/2/1999 11:41 PM EDT
|
Posts: 3
First: 9/2/1999 Last: 12/12/2000 |
Hi
I'm working on a book to be published in the UK next year about outsourcing HR functions. I'm looking for anyone with experience in the area, and/or strong feelings on the topic, who'd be willing to share their experiences. |
|
|
Seeking HR outsourcing tales
posted at 9/8/1999 1:45 AM EDT
|
|
Posts: 99
First: 6/22/1999 Last: 12/11/2001 |
My only experience with outsourcing HR was a disaster. Prior to hiring me, my company enlisted the assistance of an HR company to help with interviewing procedures, audit of files, draft an employee handbook and Illness & Injury Prevention Program.
In my first meeting with the rep, she stated we should "hide" an employee's file who we had just gone through litigation at the NLRB, which we won, so any other auditing source couldn't find it. She then proceeded to tell me that it was illegal to attach documentation of the employee's eligibility to work in the US to the I-9's because it could act as proof if we discriminate if anyone was to audit them for this purpose. When I asked her to quote me the law or guideline of her statement, she was unable to. She only replied, "Well, that's what my previous company did." I told her an auditor did not need pictures to document equal employment, it could be done visually or via other personnel records. She had also informed the bookkeeper to backdate the I-9's that weren't on file (this is illegal). The draft of the handbook, that took her 8 weeks to finally produce, was a "template" where you only had to insert the company's name once and it was placed throughout the document and then print it out. I had asked for specific information to be included and a particular format to follow but she only provided this standard template. In addition, many of the policies in this handbook could lead us to litigation. There was a section with a promise of employment if the employee was a "good" employee, a section allowing smoking in the office (California has a no smoking ordinance in office buildings), a section stating that the company hoped that the employee would handle his financial affairs so there would be no wage garnishments particularly wage assignments that are assigned by a court during a divorce (it's almost standard now to do wage assignments in divorces, it has nothing to do with ability to pay) and on and on. She didn't keep the last 4 appointments we set up and never provided the IIPP. Unfortunately, the company paid them in advance and I'm in the process of obtaining a refund for services not performed. This rep was not HR certified, nor educated, and she was unaware of many procedures. So as they say, "Buyer beware"! |
Forums » Topic Forums » General Forum » Seeking HR outsourcing tales
