For Love of Country

On July 22nd I was fortunate to participate on a panel and present at the 5th Annual National Veteran Small Business Conference and Expo. My presentation addressed HR Compliance from 100,000 feet. Targeted to the growing federal contractor, I addressed both federal employment regulations pertaining to all employers based on number of employees as well as a more detailed look at those unique employment regulations that impact federal contractors alone. Judging from the audience participation, the topic was useful and timely for many. If you would like a copy of the presentation you can download it here.

The conference, only in its 5th year, had over 3,000 attendees. Not bad in a year when many claim that travel and attendance are down. Topics ranged from building and enhancing business growth in the federal sector, to writing winning proposals, considerations in teaming agreements to building an appropriate infrastructure to address the needs of rapidly scaling the organization. Read more

I-9 Audits - Be Prepared

Recently, the Department of Homeland Security’s Immigration and Customs Enforcement unit sent over 650 audit notices to employers for the purpose of auditing I-9 forms. The I-9 form is used by employers to verify the eligibility of employment for employees and is required by law. The failure to properly verify the eligibility of employment can result in large fines, a criminal investigation and potential prosecution. Employers can be fined $1,000 per employee for whom the I-9 form was not properly completed. In an effort to help mitigate your risk, please take some time to consider the following: Read more

Affirmative Action Plans - Are you in compliance?

Are you doing business with the federal government? If so, you should be aware of the requirements mandated by the Office of Federal Contract Compliance Programs (OFCCP) for any company passing the 50/50 threshold. Companies providing services to the federal government with at least 50 employees and a minimum of $50,000 in federal contracts have 120 days to have a formalized affirmative action plan in place. Below is a check list to help ensure that your AAP program would pass an audit by the OFCCP.

OFCCP Compliance Review Checklist:

1. Do you have a formal written plan with analysis, established goals and progress to goals?
2. Are your goals reviewed by Executive Committee members and Department Heads?
3. Is your recruitment process documented and followed by all hiring managers?
4. Can you prove there is no adverse impact in your hiring process?
5. Are applicants tracked? Do you offer the opportunity for applicants to self-identify?
6. Are your open positions posted with state Job Service Offices?
7. Do your employment advertisements state EOE M/F/D/V?
8. Are your I-9 Forms in a binder, with current employees and terminated employees separated?
9. Is your employee relations environment monitored?
10. Are your vendors aware you are an AA Employer?
11. Is your community outreach documented?
12. Are signed EEO and AA policies posted?

If you are interested in learning more about how Helios HR can help you develop, execute and monitor an effective AAP, please contact Bridget Pulivarti via email at bpulivarti@helioshr.com or call her at 703-860-3882 x 118.

Perseverance, Integrity & Attitude

This article is based on an interview I had with TiTi McNeill on the topic of leadership.

Nearly 20 years in business, TiTi McNeill is founder and CEO of TranTech, an IT solutions and service provider to the federal and commercial sector. When congratulated for successfully growing her company to the level she has achieved, TiTi responded by saying “It’s not enough. We can always do more!”

After speaking to TiTi for just a few brief moments, one is drawn in by her energy, drive and passion. She is clearly dedicated to growing her business in order to provide ample opportunities for her employees as she ensures her client needs are well addressed

When TiTi started her business in 1989, she was motivated by a sense of accomplishment, helping others succeed, and building a growing business. She launched TranTech in a part time capacity while working for her primary employer full time. She continued in this capacity for one year, until she had 6 employees on payroll. These early factors continue to motivate her today. She believes in constantly challenging herself, and those around her. Read more