Our team of professionals has over 47 years of Human Resources management experience in various industries throughout the country.
Having a diverse number of consultants allows us to put YOU, our client, first!
The laws and regulations covering human resources change on a daily basis, and we allow you to focus on your specific business operations, while we manage you human resources needs and objectives.
Every business needs someone to manage hiring, training, salaries, and employee relations. Whether you sell products or services, Strategic HR Solutions, LLC can help your company identify and meet your human resources goals and objectives..
Ask our clients what made them choose us and you’re likely to get many different answers. There’s one thing they’ll all agree on though; we deliver outstanding results in record time.
Did You Know?
A periodic HR audit can qualify its effectiveness within an organization. HR audits may accomplish a variety of objectives, such as ensuring legal compliance; helping maintain or improve a competitive advantage; establishing efficient documentation and technology practices; and identifying strengths and weaknesses in training, communications and other employment practices.
Many employers require employees and applicants to take personality testing (think Meyers-Briggs). Others are seriously considering adding this as a component of their hiring and employee engagement efforts. Companies want to get a sense of an individual’s opinions, attitudes, feelings, motivations, preferences, interests, emotional makeup, and style of interacting with others. This information, some believe,…Read More
How Many Extensions of a Medical Leave Must An Employer Grant Under The ADA Or FEHA Before It Says “Enough is Enough”?
Managing employees on medical leave of absence is one of the most vexing human resource problems a company must manage. Not only must the company ensure compliance with any statutorily mandated leaves that may be applicable, such as FMLA or CFRA, it must also consider the medical leave process in the context of disability discrimination…Read More
When an employee’s religious beliefs conflict with a workplace policy, you need to consider whether a reasonable accommodation can be made, without creating an undue hardship. Many times, these religious accommodations present challenging issues for supervisors and HR professionals, but these five tips can help ease the struggle. Tip #1: Consider each request individually When…Read More
The Equal Employment Opportunity Commission (EEOC) had a busy year in 2017 and was focused in part on creating programs to prevent workplace harassment and disability discrimination. “The commission believes a concerted effort to promote holistic prevention programs, including training and outreach, will greatly deter future violations,” the agency stated in its latest strategic enforcement…Read More
In a landmark decision, the Second Circuit (which covers New York, Connecticut, and Vermont), ruled that discrimination based on an employees’ sexual orientation is actionable under Title VII. The Second Circuit in Zarda v. Altitude Express, Inc. is only the second appellate court in the United States to expressly find that employers who discriminate on…Read More
Sixth Circuit Holds Transgender Status Is Protected by Title VII and Rejects Religious Freedom Restoration Act Defense
Executive Summary: The Sixth Circuit Court of Appeals (which has appellate jurisdiction over the district courts in the following districts: Eastern District of Kentucky. Western District of Kentucky. Eastern District of Michigan) is the latest to weigh in on the heated debate as to whether sexual orientation, gender identity, transgender status and/or gender expression are protected classes under Title VII of the Civil Rights…Read More
HIGHLIGHTS: Administrators of employee benefit plans governed by ERISA should make sure now that the claims procedures contained in their affected benefit plans comply with new regulations applicable to disability benefits. The new regulations, intended to ensure the independence and impartiality of plan decision-makers when determining disability benefit claims, are effective for any claims filed…Read More
Citing the employer’s “insufficient documentation,” the U.S. District Court of New Jersey found that genuine issues of material fact existed as to whether a former employee was terminated for taking leave under the Family and Medical Leave Act (FMLA) and therefore denied the employer summary judgment. The plaintiff was fired a week after returning from…Read More
A former employee of a paper manufacturing mill could proceed to trial with his Title VII retaliation claim in light of a supervisor’s alleged threat, the U.S. District Court for the Western District of Louisiana held. Graphic Packaging International Inc. hired the plaintiff in 1996 as a worker in its paper mill in West Monroe,…Read More
Employers could be held liable if someone is injured News of mass shootings and their tragic results have left many people wondering what can be done to prevent or mitigate the consequences of violent acts—including acts committed in the workplace. Should a few trained managers be allowed to carry guns at work? What are the…Read More
Larry Reitz, President, Larry Reitz and Associates - Joe and his team at Strategic HR Solutions, LLC provided some much needed leadership training to our management team, and also provided training to them on how to conduct an effective performance review. I would recommend them to any organization looking for support in the area of Human Resources. (5/17/2017)
Jathan Wright, Clerk-Treasurer, City of Linton, Indiana - Strategic HR Solutions, LLC was recently hired by the city to help develop a new handbook for our city employees. They also helped us establish and modernize policies and procedures for our employees. They are very knowledgeable Human Resources professionals and I would recommend them for any HR project for any company. (7/1/2016)
Amanda Millington, CEO, Pyramid Technology Services - We had the privilege of working with Strategic HR Solutions and their very competent team of professionals in the development and implementation of our employee handbook. Joe Boone and his team were very instrumental in making sure this was a comprehensive and detailed handbook, and that it was received well by our employees. We would not hesitate to recommend this company for any human resources needs by any sized company. (04/26/2016)
Joshua Riggins, Compliance Officer, Farmers and Mechanics Federal Bank - Farmers and Mechanics contracted with Strategic HR Solutions and Joe Boone to help us draft and prepare our Employee Handbook. He assisted us in taking many disorganized policies and placing them into a comprehensive document to help our employees more thoroughly understand their responsibilities and the benefits of working for our institution. Joe was a tremendous asset to have for this project. Without reservation we would recommend HR Solutions for any HR need. (11/19/2015)