Human Resources

Most, if not all, mergers acquisitions and divestitures are faced with the need to assess their human capital needs at some point. Whether it be a result of growth, downturn in earnings or merger / acquisition, benchmarking your human capital needs will be important.

EAP Offers Solutions For:

• Talent Assessment
• Succession Planning
• Organizational Structure & Design
• Performance Management
• Mergers & Acquisition and Divestitures
• Workforce Reductions
• Design & Benchmarking

EAP’s unique blend of legal and management experience can help show you how the pieces best fit in the human capital puzzle.

EAP is experienced in building teams, assessing talent/production, succession planning, organizational structure and design,  and in ensuring a successful and legally compliant downsizing effort.

When you need help with assessing your human capital, contact us for the experience and expertise you need to find the best solution.

EAP recognize that each workplace presents its own unique circumstances. As an employer it is important for you to take care of your most valuable asset –  your employees. To do so, you must not only stay up to date on ever-changing employment laws, but you must also create and maintain a culture that values each employee , provides employees with required training, rewards a job well done, addresses performance deficiencies and maintains a respectful working environment where employees are free from harassment, discrimination and retaliation.

Employee Relation Areas of Expertise:

• Strategic HR Support
• EEO Compliance
• Labor Relations
• Diversity
• Harassment Prevention
• I-9 Compliance
• Affirmative Action Plan Development
• HR Audit & Compliance
• Policy Assessment, Development & Implementation
• Turnover Analysis & Exit Interviews
• Team Building
• Change Management
• Process Improvement/Best Practices

In a workplace it matters how you do it, not just that it’s getting done.  One of the most important and often overlooked aspects of your workplace is the ethical climate.  Business leaders and associates must commit to each other to do business the right way.  Establishing, communicating and “living” a code of conduct or value statement is extremely important for you, your associates and your customers and clients.

Ethics Program Areas:

• Code of Conduct & Ethics Program Development
• Creating and Ethical Culture Program & Training
• Customized Ethics Program
• Independent Third-Party Hotline (Tellus)

Ethical culture can positively impact everything: associate satisfaction, loyalty, customer service, intention, etc.

Your workplace can work together as one with a code of conduct that ensures trust, respect, understanding of roles and accountability.

Don’t leave off this important piece of the workforce solution – setting the tone and creating an ethical picture.

Training

A well trained staff is essential for high performance objectives of a business.  Our training solutions are designed to improve personal skills and competencies in compliance and regulatory issues.

EAP Training Focus Areas:

• • Respect in the Workplace
  • Diversity & Inclusion
  • Management Training & Leadership Essentials
  • Harassment Prevention
  • Employment Law and Compliance

• • Respect in the Workplace
  • Diversity & Inclusion
  • Management Training & Leadership Essentials
  • Harassment Prevention
  • Employment Law and Compliance

Our search process is tailored to our clients’ needs and offered as contingency, container, or retainer engagements.  We are dedicated not only to delivering the best talent to the client but also to creating positive awareness for its brand in the market.

Lisa Narrell-Mead, CEO of Everett Advisory Partners, has over twenty years experience providing expert legal and human resources counsel. She is available for expert consultation and testimony on all aspects of human resources policies and practices, including the employer’s obligation to prevent workplace discrimination and harassment, engage in the “interactive process” and provide reasonable accommodations for employees with disabilities, and the effectiveness of employer efforts to address, remediate and investigate workplace complaints.

Public companies are required to have a whistleblower system under the Sarbanes-Oxley Act of 2002.  Private-sector employers are also affected by whistleblower provisions under the Dodd-Frank Act and the Patient Protection and Affordable Care Act.

Hotlines are established in order to obtain both financial and non-financial related complaints (i.e. human resources, ethics violations, code of conduct and other employee complaints). The system must allow for anonymous and confidential submissions.

At Everett Advisory Partners, we administer a comprehensive program which provides the complainant live support 24×7, 365 days per year from our partners at Tellus. Reporting options include:

• Toll Free number with Auto Attendant
• Secure Email
• Web-based Portal
• Confidential Fax

Everett Advisory Partners is committed to providing our clients with confidential, anonymous reporting services at an affordable price. We help protect your assets, board of directors, management, and employees. We are an independent third-party hotline provider, which ensures your employees will feel confident their anonymity will be protected.

Lisa Narrell-Mead, CEO of Everett Advisory Partners, has over twenty years experience providing expert legal and human resources counsel. She is available for expert consultation and testimony on all aspects of human resources policies and practices, including the employer’s obligation to prevent workplace discrimination and harassment, engage in the “interactive process” and provide reasonable accommodations for employees with disabilities, and the effectiveness of employer efforts to address, remediate and investigate workplace complaints.