Outsourced Human Resources Administration

Ambrose works with clients to help them maintain compliance with federal and local employment laws, such as the Fair Labor Standards Act, the Family Medical Leave Act and Anti-Discrimination Statutes. Ambrose also provides clients with all federally and locally mandated posters and notices.

Find Employee Classification Best Practices Under the Fair Labor Standards Act (FLSA) & Parental Leave Guidance Below:

		Employee Classification Under the FLSA: Exempt or Nonexempt? Jacqueline Lennertz & Elizabeth Perlak
		Parental Leave: Legislation & Practical Guidance Jacqueline Lennertz & Saemee Hwang

Ambrose maintains an Equal Employment Opportunity and Anti-Harassment Committee. This committee investigates every reported incident of alleged misconduct and works with management to resolve problems before they become serious. The maintenance of an impartial third-party committee to receive and investigate complaints is an effective way to manage and reduce the risk of lawsuits.

Find Best Practices on Workplace Harassment & Discrimination Below:

Workplace Harassment & Discrimination: What Every Manager Needs to Know Jacqueline Lennertz & Elizabeth Perlak

At a client's request, Ambrose will perform background checks on prospective employees.

Find Best Practices on Background Checks Below:

Background Checks: Should Employers Conduct Checks For All Employees? Jacqueline Lennertz & Elizabeth Perlak

Ambrose's human resources specialists (with experience in human resources and employment law) will assist client companies in determining industry wide standard and best practices in human resources. Ambrose will also, upon request, assist clients on benefits coordination (FMLA, Disability, Vacation/Sick policies) and provide clients with a library of information regarding human resources practices (hiring, terminating, foreign visas, FLSA, etc.).

Find Best Practices Resources Below:

		Employee Terminations: What Every Manager Should Know Jacqueline Lennertz & Elizabeth Perlak
		Guide to Interviewing: Questions You Can And Cannot Ask Jacqueline Lennertz & Elizabeth Perlak
		Mergers & Acquisitions: The Human Capital Perspective by Josh Newman & Greg Slamowitz
		A Safe Holiday Party: What are Areas of Potential Liability? Jacqueline Lennertz & Elizabeth Perlak
		Sample Telephone Reference Check
		Summary of Employment Visas: the H-1B, TN, F-1 and L-1 Jacqueline Lennertz & Elizabeth Perlak

Ambrose maintains sole responsiblity for notifying terminated employees of health care coverage termination and for providing continuation health care coverage as required by the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Ambrose clients may participate in the Ambrose employment manual program. Under this program, clients can choose from a variety of recommended and optional policies to create a handbook tailored to their specific needs and workplace culture. Once completed, the employment manual is branded in the name of the client and posted on the company's human resources extranet. For manuals created under this program, Ambrose will assume all responsibility for ensuring that the policies contained in the handbook comply with applicable labor laws and regulations and will monitor applicable laws and regulations to update policies as changes in the law may warrant. Upon client request and for an additional consulting fee, Ambrose will create customized employment policies for clients with unique needs.

All employee inquiries, changes, enrollments and paperwork related to new hires, payroll, employment taxes, healthcare, retirement plans, workers' compensation, terminations, etc., will be handled centrally by the Ambrose office. Retaining Ambrose to handle these types of matters has a positive effect on a company - for example, the time otherwise spent resolving such matters as payroll changes, final paychecks, vendor billing errors, workers' compensation and other insurance matters, and remitting payroll taxes - is available to spend on profitable activities. Additionally, Ambrose's dedication to responding to employees quickly, professionally and accurately will contribute to high employee morale.

Find Employee Terminations Best Practices Below:

Employee Terminations: What Every Manager Should Know Jacqueline Lennertz & Elizabeth Perlak

Ambrose updates and maintains all forms required by benefit providers and government agencies and makes the forms available on the web for employee use.

Ambrose enrolls each new hire in the Ambrose payroll and benefits platform. This entails collecting from each new hire employment related paperwork (e.g., INS I-9, Form W-4, direct deposit information, health and benefit enrollment forms, flexible spending enrollment forms, etc.). Ambrose also educates each new hire about the benefits offered, assists each new hire in the enrollment process and is available on an ongoing basis to provide assistance to each serviced employee. By outsourcing human resources to Ambrose, clients receive verified and maintained employment eligibility records for each new hire as required under the Immigration Reform and Control Act and Visa expiration dates are tracked (if applicable).

Through Ambrose, clients can set up and personalize a Paid Time Off tracking system for their company. Upon request, and at no additional cost to the client, Ambrose will help implement a system that provides employees and managers with a simple, straightforward way to request and manage time off.

Check out our blog for guidance on creating a Paid Time Off (PTO) policy.

As a professional employer organization (PEO), Ambrose maintains an employment file for each employee, assuring that the following documentation is maintained: general personnel census information, required notices and forms (e.g., COBRA, IRS Form W-4 INS Form I-9, etc.), and payroll records.

Ambrose will administer and coordinate unemployment claims and will interact with federal and local government agencies regarding unemployment insurance, claims, reporting and record maintenance.