Growthport.com

EMPLOYMENT-RELATED CLAIMS, CHARGES, COMPLAINTS AND GRIEVANCE HANDLING
This Self-Assessment has been completed and forwarded to you by the person identified below on behalf of the company also identified below for purposes of receiving your professional analysis of the responses it contains and your legal advice based upon that analysis.

Contact Name:
Company Name:
Address:
City:
State:
Zip:
eMail Address:
Years in Business:
Industry:
Numer of Employees:
Phone Number:
Percent of workforce Salaried/Hourly (e.g. 70%/30%) :

1. Who monitors the Unemployment Insurance tax rate and reserve account with the EDD?

Who is responsible for processing UI claims

Are fraudulent claims contested?

Yes No

Who is responsible for gathering and submitting the documentation needed to defeat such claims?

What Costs are involved?

2. Who is responsible for processing Workers’ Compensation claims?

Are fraudulent claims contested? Yes No

Who is responsible for gathering and submitting the documentation needed to defeat such claims?

What costs were involved?

3. Have any OSHA citations been received? Yes No

If so, who was responsible for effectively investigating the claims and responding to the citations?

Who prepares the annual accident and injury report?

What allegations were made?

What was the outcome of the inspection/investigation?

What costs were involved?

4. Have any Wage/Hour or IRS audits taken place? Yes No

If so, who was responsible for effectively investigating the claims and responding to the audit?

What allegations were made?

What was the outcome of the audit?

What costs were involved?

5. Have any Charges of Discrimination been made through the EEOC or equivalent state agency?
Yes No

If so, who was responsible for effectively investigating the charges and responding to them?

What allegations were made?

What was the outcome of the charge process?

What costs were involved?

6. Have any Wrongful Termination, Negligent Hiring, Negligent Retention, Retaliatory Discharge or other employment-related lawsuits been filed in federal or state courts? Yes No

If so, who was responsible for effectively investigating the allegations and responding to them?

What costs were involved?

What was the outcome of each?

7. How are the employee disputes handled?

Who is responsible for final decisions made regarding employee disputes?

Has a formal dispute resolution process, such as binding arbitration, been considered?

Why/why not?

8. Are supervisory employees involved in investigating and responding to claims, charges, complaints and disputes on behalf of the employer properly trained?

9. Is the business covered by employment practices liability insurance? Yes No

If so, what specific risks are insured against?

Who is responsible for minimizing the risks?

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Employed For Life!
An Insider's Secrets for Guaranteed Employment in our Permanently Changed Workplace.
by P.Anthony Burnham, Esq.

Interviews With P. Anthony Burnham, Esq.

The New Job Market for the 50+

Using Your Age as an Advantage

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News: AARP announces new employee assistance programs featuring Growthport Partners' Tony Burnham.

Important Facts

Studies have determined that Employee-involvement practices generate a 66 percent higher return on sales, 20 percent higher return on assets, 20 percent higher return on investments, and a 13 percent higher return on equity.

Ed Lawler & Susan Mohrman, USC Center for Effective Organizations, Workforce, December, 2001.

Research indicates 25% of managers time is spent on conflict-related issues. Unresolved conflicts impede operations, decrease productivity and increase negative attitudes among staffers

Philip Chard, a psychologist and CEO of NEAS, Inc, 2001.

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