We offer an array of services and solutions.

Customized Employee
Handbooks, Policies & Procedures

Policies and procedures have never been more important than in today’s ever changing climate. It is becoming more and more essential to have effective policies and procedures, if not for any other reason than to protect your business and employees. HRA Knoxville can evaluate your current policies and procedures to ensure regulatory compliance, assist in the development of new or revised policies and procedures, and work with your business to prepare an Employee Handbook to provide uniformity and consistency in its application.

Management & Employee

HRA Knoxville can provide customized training for all levels of your business to ensure everyone knows and understands their roles and responsibilities and most importantly, what is expected.

Legally Required Postings

State and federal employment laws/regulations require employers with at least one employee to post at each of their locations, in an area frequented by all employees, all current and applicable state and federal employment law notices. HRA Knoxville can assess your business to ensure compliance with applicable postings and assist in obtaining required postings.

Industry-Specific Injury &
Illness Prevention Programs

HRA Knoxville can help your organization reduce some of those “hidden costs” by designing custom injury and illness prevention programs to fit your organizational needs.

Human Resource Audits

It is not uncommon for a business to unknowingly follow incorrect and sometimes illegal methodologies. HRA Knoxville can provide a comprehensive assessment of your business to determine compliance with the various labor laws and regulations. This assessment can be as thorough and in-depth as needed and can include employment records, I-9 compliance, training records and applicable documentation.

E-Verify for Legal
Work Eligibility

The Tennessee Lawful Employment Act (TLEA) also known as E-Verify requires all employers in Tennessee to demonstrate that they are hiring and maintaining a legal workforce. Effective January 1, 2017, private employers with 50 or more employees under the same FEIN are required to use the federal E-Verify employment verification process. This applies to employees working in or outside the state of Tennessee. Although not required for employers with fewer than 50 employees, using E-Verify may be helpful if an audit is conducted. The TLEA may also assess penalties: First-time offenders with knowing violations are subject to a $500 company penalty as well as a $500 fine for each employee and non-employee the company failed to verify. For repeat offenders, the penalties may rise to as high as a $2,500 company fine plus and additional $2,500 for each employee. There is also a $500 penalty for failing to enroll in E-Verify and a $500/day penalty for failing to timely produce evidence of compliance within 45 days of a final order of violation. Let HRA Knoxville assist your business in meeting compliance with this law.

Internal Investigations

How employers respond to and investigate internal complaints of harassment, discrimination and other misconduct allegations can have a serious impact both legally and practically. Misconduct can have a negative affect on employee morale, productivity and the culture of the workplace. HRA Knoxville can assist in internal investigations or provide an independent, non-biased alternative in conducting investigations by gathering and reviewing evidence to minimize risks associated with discrimination or employer misconduct.

Drug Testing Policies
& Procedures

Employers must consider certain factors, such as who will be tested, which drugs will be tested for, and when and how tests will be conducted. Employers also must be familiar with state and federal laws (such as the Department of Transportation's drug and alcohol testing regulations for employees in safety-sensitive positions) or collective bargaining agreements that may impact when, where, and how testing is performed. Under Tennessee law, specifically the Drug-free Workplace Act, employers are permitted to enact drug-free policies within the workplace. The DWA allows an employer to implement a drug-free program, so long as the program complies with the requirements of the DWA. HRA Knoxville can assist you in meeting the requirements of the Tennessee Drug-free Workplace Act and establishing drug testing methods for your organization.

Return to Work Programs

If your employee gets hurt at work or gets sick from his/her job, the Tennessee’s Workers’ Compensation Act requires most employers to pay for the medical treatment needed. Employees do not have to pay to get workers’ compensation benefits. It does not generally matter whether the accident was the employee’s fault, another worker’s, or the employer’s; employees still get the benefits spelled out in Tennessee’s Workers’ Compensation law and the costs associated with disability due to work-related injuries can be huge! Let HRA Knoxville assist your business by proactively managing the costs by keeping injured employees engaged and working productively while they recover.

Job Analysis &
Job Descriptions

A job description is a document that describes the general tasks or other related duties and responsibilities of a position. The job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job and considers the areas of knowledge and skills needed for the job. A job description is often used by employers in the recruitment process. HRA Knoxville can assist your business in preparing job descriptions that identify both the marginal and essential functions of a job.

Recruitment Assistance
& Screening

The overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) in today’s economic market can be a challenge. With low unemployment both nationally and state-wide, finding talent and more importantly, retaining the talent you currently have is crucial to your business plan. HRA Knoxville can assist you in locating qualified talent and also develop strategies to retain your current workforce.

Health, Safety, Security
& TOSHA Compliance

Under the TOSH Act, employers are responsible for providing a safe and healthful workplace and employers must comply with all applicable TOSHA standards. To be in compliance, employers are required to have written programs as to how the business will protect employees from a specific hazard. Once the program is written, you must follow the program. Additionally, training must be conducted and documented. When an incident occurs, it is required to record specific details about what happened and how it happened. Anything that requires medical attention beyond first aid should be recorded. Detailed recordkeeping such as the First Report of Injury, the OSHA 300 Log, and the summary of work-related injuries and illnesses must be maintained and posted. HRA Knoxville can assess your business to ensure that required written programs are developed, training is conducted and documented, and assist in recordkeeping requirements.

Safety Training, Safety
Meetings & Safety Manuals

HRA Knoxville can deliver both General Industry (1910) and Construction Industry (1926) OSHA 10 and 30-hour training programs to assist in your safety compliance efforts.Additionally, HRA Knoxville and prepare and deliver topics for your safety meetings and develop a safety manual specific to your needs.

Assistance with State
Unemployment Claims,
Hearings & Appeals

Once a claim is filed for Unemployment Insurance, the agency, claimant, and former employer have responsibilities that assist with its progression. HRA Knoxville can assist your business in

• Preparing the Separation Notice and summarize the reason for Separation (e.g., quit, fired, lack of work, laid off or job eliminated, etc.)
• Preparing for the hearing
• Filing the appeal

Hiring, On-Boarding,
& Disciplinary Actions

HRA Knoxville can help you design a strategic hiring approach to help ensure your company recruits, hires and retains top talent. We can work together to create a streamlined process for a robust and consistent onboarding experience. While we hope it never happens, sometimes a company makes a bad hiring decision and employment-at-will is rarely as simple as it may sound. A sound disciplinary process will eliminate confusion and allow the activities to flow more smoothly and consistently.