Human Resources/Expert Profile


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Expertise

Can answer questions in areas of wage and hour, OT, Fair labor standards, FMLA, COBRA, Recruiting, Interviewing techniques, employee manuals, HRIS rollout, Employee Leasing or Staffing company cost analysis, bacon, eggs, and more. Essentially a well rounded HR generalist who operates Harvis, Inc., a human resource consulting and service business based in Northeastern Pennsylvania "NEPA". www.harvis.org

Experience in the area

As owner and chief consultant at Harvis, Inc., we provide Human Resource services and structure to small businesses without their own HR department. We make workplaces better by becoming that 1/2 person they need to help handle HR responsibilities on a daily, weekly or monthly basis. Formerly responsible for all Human Resource activity for a staffing company with 2,500 annual employees as well as an employee leasing / PEO business with 1,500 annual employees. Designed and implemented the HR structure to support hundreds of clients in excess of $ 500 million in payroll volume over career in Human Resources.

Organizations

* Greater Wilkes-Barre Chamber of Business and Industry - current member and former co-chairperson for the HR Taskforce; * Tri-County Personnel Association (oldest continuous operating "HR" association in the nation (we think)); * Back Mountain Business Association - Dallas PA * Business Association of the Greater Shickshinny Area - Shickshinny PA

Publications

Northeast PA Business Journal - interviewed for various articles HR Insights - Chamber of Commerce HR publication

Education/Credentials

Bloomsburg State University - 1993 BS Marketing located in Bloomsburg Pennsylvania and Luzerne County Community College - 1991 Business Administration located in Nanticoke, Pennsylvania

Awards and Honors

* Better than average - 20/10 vision * Bestowed with an occasional "Thank You" from clients and their employees.

Something interesting about this subject that others may not know:

In HR, by being fair with employees and doing the "right thing", an employer can substantially lower their risk of employment based lawsuits - even if they ARE at fault.

Something controversial or provocative about this subject

HARVIS, INC. offers "Free" on-line Human Resource advice because this approach is a part of our business strategy. Think---- What can you get off the Internet for FREE today that yesterday cost $ XXX.xx ? We advertize by posting answers to questions so other people choose to visit us at WWW.HARVIS.ORG and request proposals for their in-depth HR projects.

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Recent Reviews from Users

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    K = Knowledgeability    C = Clarity of Response    T = Timeliness    P = Politeness
UserDateKCTPComments
Carolyn11/19/0910101010This was a great response -- although .....
Scott11/19/0910101010Brian, thanks for your recommendation. I have .....
Charles11/18/0910101010Awesome reply:) Thanks VERY much. It seemed .....
Angelina11/17/0910101010Thank you so much for your rapid .....
Norma11/16/0910101010Thanks for the input. LA Workforce referenced .....

Recent Answers from Brian Phillips

2009-11-20 Open Enrollments:

Richard, I am assuming you are a public school district or private school with a section 125 "premium only plan (POP)". I only clarify this because sometimes questioners tell me they have one thing

2009-11-19 Self Employment and Unemployment Comp:

Carolyn, Oh my, this is a great question. I'm all wound up this morning, so here goes... The law is pretty clear on that. It seems once you take any step to start a business, the unemployment should

2009-11-19 Termination Pay:

Kevin, Salaried exempt employee means you are paid a salary and you are also exempt from receiving overtime. You are correct in the 1/10th for 1 day. Assume you worked a day and a half... you would

2009-11-18 Went Out on STD & Boy Have Things Changes:

Hi Charles, First, I am not the type who would tell anyone their first step is to contact an attorney. I feel most things can be handled without an attorney if both sides are amicable and fair. That

2009-11-17 Termination Pay:

Kevin, I am not an expert in North Carolina wage and hour, but I took a few minutes to look up the information and could not find any NC state statute that took precedence over the Federal FLSA.

 

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