Andrews Consulting Services

Mission

Table of Contents

Training

HR Topics

Supervisory

Employee

[ Back ] [ Up ]

Labor Relations - ACS is experienced in dealing with all types of Employee Relations issues and concerns.  Experience comes in a familiarity with the subject and a working knowledge of addressing, correcting, and most importantly avoiding problems.  Our experience comes in union and non-union shops and we are experienced in union avoidance.  In a time of emergency, ACS will work with and support the work of legal representation to avoid the powerful union organizing activity.  ACS's goal is to recommend avenues for employers, which will eliminate the need for employees to talk with unions before an emergency situation.

Acts an employer must be familiar with and adhere to:  Fair Labor Standards Act; Equal Pay Act; Title VII of the Civil Rights Act (1964) and its amendments in 1972, 1978, and 1991; Equal Employment Opportunity Act; Executive Order 11246; Immigration and Naturalization Act; Age Discrimination in Employment Act; Occupational Safety and Health Act; Fair Credit Reporting Act; Older Worker's Benefit Protection Act; Vocational Rehabilitation Act; Employee Retirement Income Security Act; American's with Disabilities Act; Drug Free Workplace Act; Vietnam Veterans Readjustment Act; Uniform Guidelines on Employee Selection Practices; Pregnancy discrimination Act; Employee Polygraph Protection Act; Worker Adjustment and Retraining Notification Act; and Family and Medical Leave Act.

ACS is familiar with and has a working knowledge of all these laws.  We counsel management to make decisions in compliance with the intent of the law.  We can also evaluate your current management practices to determine if you are exposing the organization to legal liability.

Employment Policies and Practices - The overwhelming reason for understanding and following effective employment policies and practices is to avoid costly liability through disgruntled employees filing legal charges against the employer.  To keep productivity at acceptable levels and to protect against complaints from good performers, specified policies dealing with discipline must be developed.  ACS trains managers in communicating these policies in an unbiased and even-handed manner.

Discipline - ACS designs and manages a system of disciplinary action designed to mold and correct behavior.  Shaping behavior, and thus minimizing the need for disciplinary action, requires a preventive approach from any organization.  Both federal and state laws require employers to keep detailed records about their employees and prescribe the amount of time they should be kept.

Sexual Harassment - Sexual Harassment is unwarranted or unwanted contact that affects the condition of employment.  This can be in the form of quid pro quo, or hostile environment.  ACS provides information, training, and counseling for clients to make each employee aware of the policy and steps to take if such treatment occurs.

Discrimination - ACS designs policies and procedures for employers to avoid discriminating against any protected category.