Start-Ups And Acquisitions

Starting or acquiring a new company is an exciting time.  But, it can be filled with apprehension because you suddenly realize that you do not have access to personnel records, that you need to review the policies and systems of the old company and incorporate them into your newly acquired company or that  you sometimes need to start from “scratch” with new policies and systems.  There are also many other  issues to consider such as employment laws in the state where your new company is located, federal laws, systems, etc.  Even if employees are currently working for the company and  you purchase the assets of the company, you will need to consider things such as how you will design and communicate benefits and compensation for your new people, which people and positions you will want to try to keep, onboarding issues such as completion of applications, background checks, drug screens, offer letters, timing and communication that will allow you to reassure employees who you may want to hire about the new company, and finally setting a schedule for communication, orientation and for the first day of operation.

Benchmark is experienced with helping companies during these exciting but trying times.  All work will be performed in accordance with the needs of your new company and in compliance with Federal and State Employment laws. Below is a list of some ways we may be able to assist you with your start-up or acquisition:

• Recommend systems and establish a timeline for your project
• Establish basic employment practices, policies and procedures for the efficient operation of your company. This could  include important decisions such as work rules, vacation schedules, holidays, leaves of absence, job advancement procedures, attendance policies, corrective action, introductory period/performance reviews, appearance, employee recognition programs, etc.
• Work with your broker to define and select appropriate company benefits. Conduct open enrollment and benefits sign-up meetings
• Establish workers compensation reporting, drug testing procedures, and establish a working relationship with your company doctor or clinic
• Spend time on-site to set up required systems as needed and to train supervisory staff in good management/Human Resource practices and company policies and procedures. Provide basic and ongoing training for supervisors in such areas as sexual harassment, disciplinary techniques, interviewing techniques, management discussion skills, etc.
• Design a training matrix for new hire orientation to include topics such as your mission statement, philosophy and values, company history and information about the company, importance of safety, empowerment and the benefits of teamwork, quality awareness, work rules, corrective action, performance review systems, overtime, etc.
• Assist with staffing your plant as needed
•  Provide assistance with interviewing, reference checking, background checks, drug tests, offer letters, benefits sign-up and initial orientation of new employees
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•  Provide guidance and support in complying with legally required systems and procedures such as Equal Employment Opportunity statement, AAP, FMLA, ADA,   I-9 documentation, Terms of Employment, disability accommodation, COBRA notification, harassment policy, exempt/non-exempt status and overtime, OSHA required (annual) postings, and required workplace postings, etc.
• Conduct employee relations discussions relative to disciplinary issues/terminations and document actions taken
• Set up personnel files and recordkeeping systems such as Personnel Action Request Forms, Performance Review systems, job descriptions, etc.
•  Train an on-site person to handle day to day Human Resource administrative tasks such as monthly benefits administration, etc. Coordinate the many necessary tasks involved with establishing and maintaining the Human Resource function with appropriate in-house employees and outside resources
• Provide on-going Human Resource support as needed and requested either on-site or off-site.