Human Resources
Manage Workplace Compliance and Employee Issues
Protect And Grow Your Bottom Line With HR.
HR is more than just policies and paperwork. With HR on demand you can have live customer support for consultations on HR issues. It's like having a HR professional on your staff without having to hire one. Our web-based services program provides critical tools for managing the legal, regulatory, and relationship needs within your company.
Why do you need HR?
Here are three reasons.......
$50,000
The amount a violation of the Americans with Disabilities Act can cost an employer.
$75,000
Should you be confronted with hiring, termination, FMLA, harassment, discrimination and other HR related questions, you are not alone. You'll have a HR professional by your side and available to answer any questions, especially the tough ones.
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Business owners should be aware of changing state and federal laws and requirements. Failure to comply can become an expensive endeavor. Hiring a HR professional might be cost prohibitive, so let us help. For more information about this management tool, contact Landmark Payroll today.
$125,000
The average cost of a small business employment lawsuit. These typically take 1 year to resolve.
Employee Handbooks Reduce Risk
How many employees does it take to sue you? One. Many employers do not have an Employee Handbook because they think it will cost thousands of dollars or they don't create one because they do not know where to turn to.
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Landmark Payroll provides an Employee Handbook Builder which walks you step by step through the process of creating an Employee Handbook. Best yet, it is included in your payroll package at no additional charge.
Potential cost of a single bad hire due to lost productivity, rehiring, onboarding, and training expenses.
Let us answer your toughest HR questions
Do we have to pay an employee for overtime hours that he worked but that were not authorized?
We'd like to start paying our employee on an exempt salary basis because when she works hourly she tends to have a lot of overtime. Can we do this?
What are the rules for unpaid interns?
Do we need to do an I-9 for them?