KEB HR

04/04/2023

HROs = All of the Good, None of the Bad
Choosing an HRO like KEB doesn't mean sacrificing compliance support compared to choosing a PEO. In fact, by working with us, you can rest assured that you're receiving expert guidance and support when it comes to compliance management and risk management. We stay up-to-date on the latest laws and regulations to ensure that our clients remain compliant, and we work closely with our clients to understand their specific compliance needs and challenges.

In addition to compliance support, working with KEB can help your business save money. Our customizable solutions allow you to choose only the services you need, which means you're not paying for services you don't need. This can result in significant cost savings compared to working with a PEO, which typically offers bundled services that may include services you don't need.

Finally, working with KEB means that you won't have a co-employer relationship with us. This means that you'll maintain control over HR management and won't have to worry about sharing control over HR-related decisions with another company. This can be especially important for businesses that value autonomy and control over their HR functions.

Conclusion
In conclusion, an HRO like KEB can be a great option for businesses that want to outsource specific HR functions while maintaining control over compliance management and risk management. With expert guidance and support, customizable solutions, cost savings, and autonomy over HR management, KEB can help your business succeed. Contact us today to learn more about how we can help your business thrive.

08/19/2022

Damn small dogs!

Dog:I just a baby😂😂

02/24/2021

Retaliation and Wage Theft Violations!

"The California Labor Commissioner filed a lawsuit to collect nearly $1.3 million in unpaid wages and damages owed to 189 workers following the closure of a wholesale bakery in Southern California."

That is correct. The reasons why the lawsuit has been filed were for FAILURE to pay the employees their final wages and accrued vacation on their last day of employment. (THERE ARE NO GRACE PERIODS WHEN TERMINATED).

WORKPLACE RETALIATION
"A Los Angeles fast food franchisee was cited $125,913 for workplace retaliation and labor law violations, including illegally firing four workers for reporting unsafe working conditions during the COVID-19 pandemic. The workers had advised their employer about unsafe working conditions and participated in strikes over safety concerns before they were fired. The citations included $45,193 in lost wages, $40,000 in Section 98.6 retaliation penalties, $40,000 in Section 1102.50 retaliation penalties and $720 in interest due. In addition, the workers must be reinstated to their jobs, and any negative references must be removed from their personnel files.

- It is prohibited for employers to retaliate against an employee who blows the whistle to any government agency regarding any violation of a statute, regulation or rule.

These two separate violations could have been avoided should the employers consulted with an EXPERT regarding California regulations. KEB assists business owners with compliance. Email us today at [email protected] for a consultation. Don't wait till you receive a letter from an attorney or the state. All it takes is ONE EMPLOYEE!!

08/23/2020

KEB your strategic partner.