Dedicated HR service

In HIS Name HR LLC Celebrates 10 years of Dedicated HR Service


“Words can’t express the depth of our gratitude to all of our amazing clients. Thank you for your continued support and for trusting us to support your HR efforts.” Mark Griffin, founder, IHN-HR

In HIS Name HR LLC (IHN-HR) celebrates 10 years of dedicated HR service today. IHN-HR began with the mission to provide world-class human resources support to both profit and nonprofit organizations. IHN-HR’s goal is to provide straightforward HR solutions to complex organizational issues. The team at IHN-HR prides itself on always being compassionate with people while assuring accountability in achieving organizational results.

Launched initially to support for-profit businesses that promote Christian values, IHN-HR broadened its scope to serve clients in a variety of sectors, including Christian higher education, churches, ministries, and camps. Headquartered in Lancaster County, Pennsylvania, they are dedicated to supporting organizations in rural areas that do not have access to the resources that large metro areas enjoy. And, since launching in 2011, they have become the firm of choice within their market niche, due to their commitment to operating with integrity and a high moral code.

We have a clear responsibility to our clients, their employees, and their families,” president and founder Mark Griffin says, “in bringing purpose to lives. That responsibility extends to all the communities in which we have been called upon to serve. Building great organizations creates security, dignity and compassion for all who are fortunate to be part of the process.

“To our business partners, we especially want to thank you for your referrals throughout the past 10 years. You have been critical to IIHN-HR’s growth and success in our first decade, and we look forward to our partnership with you in the coming years.”

In His Name HR helps organizations build high-performance human resource programs. E-mail us here.

Mark A. Griffin is President and Founder of In His Name HR LLC. Connect with him on LinkedIn and Twitter.

 

 

Managing Benefit Programs Effectively

Effectively Manage Benefit Programs


Effectively Manage Benefit Programs

COVID-19 is surging, and more lockdowns are looming. It’s all too easy for us to become overwhelmed with worries about friends and relatives—and when things might hopefully return to normal—in times of crisis. Even during trying times—or perhaps even more so—your HR department is still called upon to manage your employees’ needs swiftly and accurately.

HR executives tend to juggle more than their fair share of business concerns. Payroll systems, in particular, can be complicated and time-consuming to manage, which is why executives look to outsource to more cost-efficient payroll services.

Employee Benefits: An HR Executive’s Top Priority

Employee benefits, an indirect form of salary, are a vital consideration when it comes to how and why a company attracts and retains the best employees. No wonder HR executives focus on the benefits that their companies offer, compared to others in the same or similar businesses. For instance, there is little in the way of public medical and dental benefits in the United States. Consequently, these two factors are among the most significant considerations when a prospective employee is looking at a company. The importance of salary negotiation benefits is liable to be in front of the line, right after the salary itself.

While many candidates fresh out of college or rising from lower echelon positions tend to focus on salary, this is not so for candidates eligible for more senior positions. More than salary, the seasoned professional is focused on the indirect pay, the benefits. And benefits mean more than health and dental. Senior employees typically look for vacation/personal time, stock options, pensions and 401(k) matching, family leave, and the like, which means the HR department must find a way to keep track of their benefits package in a manner both efficient and scalable.

Reasonable HR Benefits

Two categories of employee benefits exist in the United States: benefits required by law, and optional benefits offered by an employer. Legally required benefits include company-sponsored savings programs, such as employee contributions to a 401(k) with a percentage of funds contributed by the company; medical and dental insurance; unemployment insurance; Social Security contributions, and more, while company-specific benefits may include such perks as tuition assistance, profit sharing, paid sick leave, and stock option plans, just to name a few.

Depending on the organization’s size and the benefits portfolio, keeping up with such a wide range of concerns can be daunting for larger corporations, but equally challenging for small companies.

HR Management Best Practices

Best practices should not be confused with HR activities, such as payroll, attendance, training, and so on.  No, best practices involve the overall strategy of the HR department. It should also be noted that there tend to be two schools of thought on best practices. The first, the “best fit” approach, seeks to align human resource policies with the larger overall strategy of the business being supported. The second, the “best practices” approach, posits a universal set of HR practices that any company can use to achieve business excellence.

Leaving aside the best fit school of thought, the current line of thinking on best practices is that it should be employee intensive. This thinking means an organization can excel if: a) it works to ensure job security, b) it offers fair compensation, c) it offers continuing education and training, and d) it ensures that anyone in the organization easily obtains pertinent company information.  (This list is by no means definitive.)

Executives Who Manage Benefits Effectively

Effectively managing HR benefits involves effectively managing such HR activities as these, and more:

  • Payroll
  • Yearly employee surveys
  • Planning, design, and implementing benefit changes
  • Maintaining benefit information
  • Staying abreast of state, federal, and international laws
  • Monitoring compliance with government regulations

HR Management Systems

There are many HR management services available to businesses today, but not all are equal. Some are simply specialists in one field, like payroll services, while others may offer comprehensive services yet ultimately lack the depth and expertise that the client requires. An effective HR management service will have a specific target for their expertise. Instead of a one-size-fits-all approach, effective service will specialize in small or medium-sized business support. A reputation for integrity and service is a hallmark of the best HR management services.

Effective Benefits Management Systems

Effective benefit management systems simplify complex processes and procedures, are easy to use, and are cost-effective. There is no sense in outsourcing if the service cost is greater than the current organizational overhead. Moreover, they offer an efficient method for managing mission-critical factors such as:

  • State, federal, and international law compliance
  • Monitoring employee turnover
  • Locating the appropriate talent for your needs
  • Leadership training
  • Employee training
  • Benefit management
  • Payroll services

An Expert to Help You Through the Labyrinth

In HIS Name HR is an innovative, reliable HR management service designed for small and medium-sized companies. Comprehensive in our approach and focused on our customers’ needs, In HIS Name HR offers full-spectrum support for your small or medium-sized concern.

We can help you navigate health and benefits brokers’ intricacies, current regulations, and increase workplace productivity. Among our other areas of expertise are recruitment, how to find and retain the best people, and compliance with employee benefits law to ensure that state and federal requirements for employee protection are in place. We also specialize in employee-benefits design, the best benefits packages available for the money, and organizational development to keep your business on the right course.

Regardless of whether you are a small or medium-sized firm, HR management in the modern business environment is a challenge. Even the largest companies find adequate HR solutions time consuming and, frequently, not aligned with the organization’s objective. In HIS Name HR helps our customers to assist in their HR processes and encourage an agile and productive business. We offer leadership training, business coaching, and organizational coaching, all at an incredibly affordable price.

With In HIS Name HR, you no longer have to negotiate the labyrinth alone.

 

 

Love People In HIS Name HR LLC

Love People


Join Mike and Mark as they discuss, Love People.

Mike Henry Sr. is a follower of Jesus interested in applying character-based leadership to make a positive difference. Mike’s passion is to Elevate Purpose and Mobilize People. Mike wants to live his life daily moving one notch closer to Jesus and helping anyone else do the same.

Having spent over 20 years working in Human Resources, Mark has witnessed the varying, sometimes dramatic changes that workplaces undergo and has an established track record of effectively developing HR programming tailored to provide high-performance organizational results. Mark currently leads the HR consulting firm that he launched in 2011, In HIS Name HR LLC. 

 

 

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How to Choose the Best Payroll Service

How to Choose the Best Payroll Service


Looking for a guide to best practices in cost-effective, efficient payroll service options? Many of our clients ask us about payroll services. Our role in leading or supporting human resources includes helping our clients secure the best payroll service tailored to their individual needs.

Because we are not brokers, we don’t play favorites or maintain a financial relationship with any payroll firm. This independence, this objectivity, enables us to screen and get every client the best payroll service at the lowest cost.

Payroll management can be complicated or straightforward, depending on the number of employees and the payroll processes involved. To avoid errors, small and large organizations often turn to payroll service providers for well-planned and effective payroll administration. Selecting the best payroll service is essential. What constitutes “best” for you is based on your organization’s size, payroll processing budget, and how much payroll responsibility you want to maintain. What should you look for?

Services and Price

The best payroll service organizes all employee payment tasks and files employee taxes. When choosing a payroll service, it must perform such necessary HR activities as calculating wages and keeping track of employee work hours, withholding deductions and taxes, printing and delivering checks or direct deposit, and paying employment taxes. A good payroll service’s primary features include: attendance management, overtime management, allowances management, leave management, and report generation. Determine how you are being charged for each service provided and don’t buy more than you need.

Simplicity and Ease of Use

The best payroll service should be simple and easy to access and use. You must have easy access whenever you need it, depending on what management reports and employee information you need. This includes comprehensive employee details and a full history of past and current pay slips. A good payroll service allows you to change employee data easily, manage employee loans, and transfer funds electronically to all major banks and payment services. When you choose a simple and easy-to-use payroll service, all balances and details are displayed in an easy-to-understand and straightforward format, allowing you to budget online and plan staff costs.

Security and Responsibility

When picking a payroll system, look for security features that guard against information tampering. The payroll service provider you select must be credible and a brand recognized for providing quality. Once you choose your payroll service, it is you who decides how much control you want. The best payroll service allows you adequate control and the option to view all information and previous reports. Clarify responsibilities with them so you know what to expect from the payroll service provider and what they require of you, and when.

Flexibility

Payroll service needs are unique for every organization, and the specific tasks vary. The payroll service you choose should generate customized reports and be flexible to your company’s particular needs. The best payroll service should be scalable as your organization grows. It should be able to expand with your organization to ensure you gain the planned benefits. And you need to choose a service compatible with your way of doing things, one that is flexible to automationfor speed and accuracy. If you have multiple organizations, choose a payroll service that functions well with your other companies.

Customer Service

Discuss your specific requirements with the provider to ensure you are on the same page. An excellent payroll service provider understands your objectives and suggests solutions. Be keen to understand the functional and technical aspects of the payroll service agreed on. When choosing a payroll service, select a provider dedicated to the project to ensure ongoing customer support, customization, and upgrades. Establish the after-purchase care you expect, the terms of your maintenance contract, and confirm that the payroll service you choose has an easily accessible help desk.

Training

Training your employees and HR team on the new payroll service is vital to successful implementation. You don’t want everyone reverting to the old ways of doing things. Instead, they should adhere to the new payroll procedures to ensure you get the best out of your new payroll service. That means selecting a service provider with adequate online support and training manuals to ensure that both the HR team and employees can easily access the training materials needed to use the service successfully.

Test Drive

When choosing a payroll service, it is crucial to consider a provider who will let you test the service to determine suitability, so you can be sure you get the precise service you need. Senior management, your HR team, and other critical employees should all perform the service test before you buy. Test driving will determine if your team will be comfortable with the new program. Many payroll services have portals where you can simulate the use of their products. Take advantage of this opportunity.

Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence can be invaluable. Contact us today. You—and your employees—will be glad you did.

In His Name HR helps organizations build high-performance human resource programs. E-mail us here.

Mark A. Griffin is President and Founder of In His Name HR LLC. Connect with him on LinkedIn and Twitter.

 

 

 

Join Us in Orlando In HIS Name HR LLC

2021 ABHE Annual Meeting ~ Rosen Plaza Hotel, Orlando, Florida


The Association for Biblical Higher Education (ABHE) Annual Meeting

February 17–19, 2021 | Rosen Plaza Hotel, Orlando, Florida

Oversight of Institutional Payroll and Employee Benefits 

Overview: Regardless of the exigencies of the pandemic or other crises, all employees expect payroll and other vital employee benefits to happen on schedule and without mistakes. This makes oversight of payroll and employee benefits a top priority of smart CFO’s. How do distinguished CFO’s effectively manage both payroll and employee benefits? What are systems and best practices to consider? What are reasonable benefits to provide? Walk through the labyrinth of related issues with an expert in HR policies and practices, including:

  • Knowing best practices for cost effective and efficient payroll services
  • Reviewing the pros and cons of various employee benefit packages
  • Managing an effective employee benefits system

Basic Principles of Conflict Resolution & HR Effectiveness 

Overview: Perhaps it’s inevitable. Where there are people, there will be differences of opinion that can lead to conflict. Blessed are the peacemakers! The CAO carries a unique weight for HR effectiveness as typically the leader of the largest group of institutional staff. Explore key principles for effective HR leadership and conflict resolution that are vital when conflicts arise, including:

  • Unpacking the nature of personnel conflicts and administrative response
  • Understanding the principles of conflict resolution
  • Initiating exemplary practices for HR effectiveness and conflict prevention

Prudent Response to a Title IX Investigation 

Overview: A growing list of institutions are reporting their hazardous journey through a US federal Title IX investigation. What are we learning about this audit and investigation process? How do smart institutions prepare for this most unfortunate circumstance? Consider the wise counsel from an ABHE partner and HR expert to give you as president much better insight into both the nature of this investigation and practical steps to prepare, including:

  • News from the emerging stories of Title IX investigation – the good, bad and ugly
  • Understanding the focus and the likely outcomes of an investigation
  • Prudent counsel for practical preparations that can make a big difference

In HIS Name HR, in conjunction with ABHE, is excited to announce the 2021 Annual Meeting presentation topics.

Learn More Here 

Visit us- Booth 322 – ABHE Annual Meeting!

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mark received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

 

$305,000 in Employer Fines Upheld for I-9 Violations In HIS Name HR

$305,000 in Employer Fines Upheld for I-9 Violations


$305,000 in Employer Fines Upheld for I-9 Violations

Human resources can be complicated these days. Few would argue with that. But sometimes it’s the most basic human resources processes that can cause the greatest damage to any organization when not done right. And that disaster can be compounded if you lack a skilled professional to provide oversight.

When I say any organization, that includes any college, university, church, ministry, hospital, nonprofit or for-profit company, and even youth camps. Small organizations are not immune. No matter what size or kind of organization you are, if you employ staff, you must be diligent in following state and federal employment laws.

Recently, DLS Precision Fab, an LLC in Phoenix, Arizona, assumed they had made the right decision in hiring what appeared to be a seasoned HR professional. Much to their chagrin, despite his credentials, the human resources professional they hired proved inept and derelict in his duties when it came to maintaining the administration of the firm’s I-9s.

What is an I-9, you ask? Well, if you employ people and don’t know what an I-9 is, that’s a huge red flag, right there! Here is the definition as provided by ICE, the U.S. Immigration and Customs Enforcement:

Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers (or authorized representatives of the employer) must complete the form. (Source)

We, as an established HR firm, are continually astonished that organizations think that because they are a school, church, camp, or nonprofit, the I-9 is not a requirement. The law clearly states: “All employers must complete and retain Form I-9, Employment Eligibility Verification, for every person they hire for employment on or after Nov. 6, 1986, in the U.S., as long as the person works for pay or other type of payment.”

All employers must have I-9s for every employee, regardless of the employer type or size!

Back to the case concerning DLS in Arizona, they were in a growth mode and had conscientiously made an effort to comply with state and federal employment laws by hiring an HR professional to handle compliance. Unfortunately, as the appeal by DLS states, the HR professional failed in his duties:

DLS is a company located in Phoenix, Arizona, providing custom sheet metal fabrication in a variety of industries. In the late 2000s, DLS grew to about 200 employees because of the expansion of a Department of Defense program. To deal with the sudden growth of its workforce and ensure its compliance with applicable state and federal employment laws, DLS hired a well-credentialed human resources director (the “HR director”). Unbeknownst to the company, however, this individual shirked his responsibility to ensure the company’s compliance with the INA to the point, as later described by DLS, “of literally stuffing the government’s correspondence in a drawer and never responding.”

Their legal problems started in 2009, when ICE served DLS with a notice of inspection and an administrative subpoena. After the onsite visit and a thorough review of their I-9 forms, DLS was served a notice of suspect documents. In October 2012, ICE served a notice of intent to fine.

DLS quickly responded by requesting a hearing before an administrative law judge, and ICE countered by filing a six-count complaint alleging that the employer failed to comply with employment verification requirements and continued to employ 15 individuals despite knowing they were ineligible for employment, all in violation of the Immigration Nationality Act.

Now, in 2017, in an attempt to reverse the violations, DLS Precision Fab appealed—and promptly lost. Richard Clifton, assigned to the case through the Ninth Circuit Court of Appeals found DLS Precision Fab liable for 504 of the 508 alleged violations, 489 of which were I-9 paperwork violations and 15 of which involved DLS Precision Fab’s ongoing employment of ineligible aliens. As a result of the actions of the so-called HR professional, DLS Precision Fab was ordered to pay civil money penalties totaling more than $305,000.

Understandably, this has landed the company in dire straights, and it is now is in the midst of Chapter 11 bankruptcy proceedings. While we can’t be sure that these violations are solely responsible for the bankruptcy filing, it certainly hasn’t helped, adding to their already stressed organizational longevity.

Perhaps, like DLS, you assume your HR staff are competent and on top of complying with all your legal requirements. But are you sure?

The first thing you should you do is have all of your HR processes independently audited by a human resources processional, one with the right experience. We can help. Our HR Assessment, conducted by our skilled team of HR professionals will determine whether you’re protected or at great risk. We help clients across the country. Don’t hesitate—it could be costly.

Contact us today to find out more, and learn about our HR Assessment here.

 

_______________

In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Give Your Employees a Hope and a Future

Give Your Employees a Hope and a Future


Jeremiah 29:11(NIV)  11 For I know the plans I have for you,” declares the LORD, “plans to prosper you and not to harm you,  plans to give you hope and a future.”

I believe that, in today’s tumultuous times, we must remain diligent in our obligations as Christian leaders.  Now, more than ever, Christian leaders must acknowledge that employees want, need and crave an environment in which they can be not only productive but trust that their leadership is attempting to provide them and their family stability, a “hope and a future.”

We must remain diligent in our obligations as Christian leaders.

So what about you? What are you doing to demonstrate to your employees that you are setting the foundation for tomorrow’s growth?  Are you giving them hope and a future?  If you do this, if you honor your employees by properly managing your organization and lighting a path to their future, you will be creating a “Kingdom Minded” organization.”

What have you witnessed in your workplace that has created a culture of creativity, inclusiveness and productivity?  Please share your thoughts and help our community learn from your experiences.

Why Outsourcing Title IX Investigations is Best

Why Outsourcing Title IX Investigations is Best


Does your college or university receive federal funding? If so, you need to be aware of Title IX regulations—failure to comply can result in a loss of your funding.

What exactly is Title IX? Title IX is a statute included in the Education Amendments of 1972 to protect students against sex discrimination. It requires that all schools publish and distribute a policy preventing sex discrimination.

Title IX has strict requirements for the handling of any reports of gender-based incidents on campus, including:

  • assault
  • harassment
  • sexual assault
  • sexual discrimination
  • stalking

Title IX requires that every school appoint a Title IX coordinator to handle compliance with the regulations, oversee the Title IX process, and work with law enforcement in the event of an incident. Title IX coordinators are not allowed to conduct investigations, however, or make any final decisions regarding the outcome of any such events.

Their responsibilities may consist of:

  • Acting as the official contact for Title IX communication.
  • Monitoring incidents and investigations to prevent systemic issues.
  • Keeping an eye on enrollment to identify disproportionate demographics.
  • Participation in drafting and implementing school policies.
  • Ensuring compliance with the school’s discrimination policy.
  • Drafting and distributing any Notice of Discrimination.
  • Setting up and distributing clear reporting tools for Title IX incidents.

All schools must post their Title IX coordinator’s information on their website and communicate this information to students, staff, parents, and all unions.

Title IX investigation process requirements

A Title IX investigation process must allow for prompt and systematic investigations and ensure respect for the rights of all parties involved. Title IX issues can be sensitive, which means neutrality and discretion are paramount.

Given the sensitivity required throughout the process, many institutions understandably prefer to hire a third party to assist in the investigation. Outsourcing investigations also removes any potential conflict of interest and negates concerns around bias. And it insulates victims from the discomfort or awkwardness of seeing their investigator regularly around campus once the case is over.

Often, a third-party investigator works with an internal investigator.

What a Title IX investigation looks like

Title IX investigations can be informal, using mediation to resolve issues between parties. But while informality can save time and resources, it is often deemed inappropriate, given the severe nature of many sex discrimination cases.

Formal investigations follow stringent requirements, which involve distinct phases:

  • All parties are informed of the investigation.
  • Investigators conduct interviews and collect the facts.
  • All information is carefully documented and analyzed.
  • A decision is made about whether an offense was committed.
  • Investigators provide a formal report.
  • All parties are informed of the outcome or the decision made.

Investigations must be systematic and can be time quite time consuming.

Complainants and Respondents: Rights to consider

In conducting investigations, it’s essential to respect the rights of all parties, which exist to provide a fair and unbiased outcome. Title IX coordinators must be well versed in what these rights are and ensure that they are respected.

During an investigation, all parties have the right to:

  • a prompt, unbiased investigation;
  • ask questions and receive information;
  • bring an advisor to all meetings;
  • take an equal part in the process;
  • file a complaint with campus or local law enforcement; and
  • receive access to relevant support services.

Failure to respect and act by these rights can result in legal action against the school.

Why outsourcing is best

There are many reasons to outsource your Title IX investigations. Most schools understand the need for compliance in the face of the withdrawal of funding. Yet, there’s also the risk of a personal lawsuit—indeed, such lawsuits have grown in recent years. Weighing on these factors is the potential for negative publicity. It also can cause morale issues internally if the investigators are deemed to be too close in relationship with the accused.

It’s no wonder so many schools take advantage of independent investigators. External investigators bring with them a wealth of knowledge about Title IX law. They also understand the need to protect student rights, as well as the integrity of the school. With an external investigator, you mitigate any claims of bias or retribution.

Outsourcing communicates a commitment to fairness. It opens the door to an independent and impartial investigation. It eliminates the doubts often expressed with internal investigations.

It also reduces any risk that the student may feel unsupported or that their future may be at risk. In short, hiring a neutral third party instills faith and trust. It shows the world that your institution stands for its staff and students, without compromise.

In HIS Name HR: The Title IX investigative experts

At In HIS Name HR, we have the experts to support educational organizations across the nation. Our experienced and knowledgeable staff provides support that can make all the difference.

What can you expect from an In His Name HR investigation?

  • Professional investigators experienced in policy analysis, conducting interviews, research, and investigation techniques.
  • Objectivity, fairness, and absolute integrity.
  • Expertise to help you provide a safe campus for everyone.
  • Advice on how to resolve issues, including compliance with evolving law and regulations.
  • Options for approaching complainants and respondents to create access and education.

At In HIS Name HR, we build reliable and robust HR programs.

Let us help you with your Title IX investigations. Check out our Services page for more information.

2020 ABHE Financial Officers Conference ~ Orlando, Florida and Virtual

2020 ABHE Financial Officers Conference ~ Orlando, Florida and Virtual


Join us in Orlando Florida

The Association for Biblical Higher Education (ABHE)

Financial Officers Conference

On-Site and Virtual Options Available

November 5-6, 2020 

Strong institutions are served by astute financial leaders who both accurately manage the financial operations of the organization and provide keen foresight for the financial planning of institutional leaders. Drill one level down and you are quickly immersed into the complex details of effective budgeting and reporting, financial ratios and key performance indicators, governance compliance, auditing standards, HR policy, risk assessment/ management, and the list continues. Embark on this journey of excellence in financial leadership and take your service to your institution and the cause of Christ to a new level.

Employee Relations & Regulations During Crisis

Presenter: Mark Griffin, CEO – In His Name, HR

Overview: For the HR issues of many ABHE institutions, the buck stops at the CFO’s desk. During a crisis, this demands a new level of employee care and understanding. What are the options, implications and regulations for employees? How can an institution best adjust the payroll part of their budget while honoring their staff? Consider:

  • Reviewing the range for employee relations termination, furlough, etc. options
  • Understanding the impact of communications and process respect & honor
  • Knowing the risks and rewards of government payroll assistance opportunities
  • Planning well and minimizing surprises thinking ahead

 

Register Here 

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.