About Us
Our business is unique in that we create the solution you want, versus forcing you to pick a box and fit within it. We offer tailor made solutions to your Human Resources and payroll challenges, and do so in an affordable-for-small-business manner. Call us, let us know what troubles you, and we'll solve it together.
How We Got Started
Back in 2012, we started working with small business that needed more hands-on on-going fractional HR support. We focused on the small and micro-sized businesses. In 2023, QCHR merged with JorgensenHR, an established HR firm with a 40+ year history of success, who focuses on the 50-500 employee count market. Now combined, we have both expanded our service lines and can offer Fractional HR, outsources HR, and as needed HR support. Our clients range from a business owner or non-profit with less than a handful of staff who needs everything from the ground up, to a large corporate organization with a robust internal HR department who needs project work completed.
The products and services we offer
Recommendations Received (7)
"Tami is an amazing resource. She has been amazing with our clients as well as our firm..."
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"Tami is an amazing resource. She has been amazing with our clients as well as our firm internally. Not sure what we would do without her. "
"Tami has a great company, and it a very genuine person who cares about people. I would..."
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"Tami has a great company, and it a very genuine person who cares about people. I would definitely recommend her! Jan Ford, Ford Proposal Services"
Products & Services
*Hired 8/25/2020* feel free to keep an eye on this or any other ad from QCHR. https://quadcountyhr.bamboo...
HR and labor policies and procedures require deep expertise and experience. QCHR, Inc. (Quad-County Human Resources) offers HR compliance services ...
Create a more inclusive and tolerant work environment for your employees and customers. QCHR, Inc. (Quad-County Human Resources) delivers diversity...
Recommendations Given (17)
"The product is awesome. But the passion of the team is unparalleled. "
"An out-of-the-box thinker with entrepreneurial spirit... you can't go wrong with his laser..."
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"An out-of-the-box thinker with entrepreneurial spirit... you can't go wrong with his laser focused advice to maximize your tax savings."
Recent Activity
You will want someone who has their finger on the HR needs starting day one; someone who understands the paperwork needed/insurances needed or at least someone who understands when they don't know what to do and can call in reinforcements! That person can outsource the need or handle it...
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You will want someone who has their finger on the HR needs starting day one; someone who understands the paperwork needed/insurances needed or at least someone who understands when they don't know what to do and can call in reinforcements! That person can outsource the need or handle it themselves if they have experience/knowledge with the specific need or task.
As stated by others in this group, there are some great outsourcing solutions. Many HR Consulting firms have a dedicated HR package on a monthly retainer; others bill on a project rate or will bill hourly for the work done for you, then be available on a reactive basis (you call them when needed). When you are a start up or a small company, spending even $5000 a year with an outsourced consultant is better than $90,000 for 1 staff member, and even better than paying out thousands in fines because "you didn't know" or $5,000,000 for a lawsuit that could have been easily prevented by someone who knows how to protect the company... by protecting the staff!
*Pointers on choosing a firm! (1) Choose a consultant in YOUR STATE so they are in touch with your needs. Choose a consultant who has experience with start ups and small business - not just large organizational strategists. Someone who can roll up their sleeves and DO the work rather than those who only tell you what you need to do. (2) Make sure they have a decent sized active client roster; someone who works with just 2 other clients may not be the right choice. Make sure they aren't just "unemployed" at the time, and will stick around when you need them later on. (3) Ideally a consulting firm with a team will be a better choice so you don't have to wait too long for help if they are on a project or with a client and can't take your call or respond timely when you reach out. (I've been the solo person when I first started my firm, and it's rough when being pulled in 5 directions at once... then the following week have nothing to do!) And (4) ensure they are properly insured, have a contract, have a website. They don't necessarily have to have a brick and mortar office, because that's high overhead and higher prices, but they should be established. You tell the Firm what you want from your relationship, and try not to be forced into a box or given only 1-2 solutions that don't work for you. You should be able to create the relationship you want with them that fits the reasonable budget you have.
Typically an organization will have a dedicated on-staff HR employee (part or full time) when the organization first reaches between 50-100 staff members. Consider a ratio of 1:75 when adding to HR staff. Payroll should be done or closely supervised/approved by HR. For checks and balances, a finance person should oversee payroll when done solely by the HR function. Many larger companies have HR generalists on staff, and will still outsource projects to specialists and strategists. A good HR firm will grow with you and adjust their relationship with you as you bring in-house staff to do more.
Good luck!
How else would you communicate your expectations and rules to your staff, and expect them to know/follow them? Yes yes yes, you need an employee handbook. Not just one you copy from the internet and slap your name on, but one that you know is compliant for your state, region, industry, and size...
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How else would you communicate your expectations and rules to your staff, and expect them to know/follow them? Yes yes yes, you need an employee handbook. Not just one you copy from the internet and slap your name on, but one that you know is compliant for your state, region, industry, and size of business. Contact an attorney or human resources professional for help!
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It is unfortunate that the COVID-UI benefits didn't take into consideration that many lower waged workers are making more on UI than they were while employed full time. It created a monster... I'm sure the break was embraced by many and they weren't losing anything in the process. So now why...
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It is unfortunate that the COVID-UI benefits didn't take into consideration that many lower waged workers are making more on UI than they were while employed full time. It created a monster... I'm sure the break was embraced by many and they weren't losing anything in the process. So now why would anyone want to return to do more to receive less?
But they must return. If they decline, contact the EDD immediately and inform them that work was made available to them and they declined to accept it. In similar cases (pre-COVID), I would suggest the EDD send me an audit (which will prompt me to enter a date of resignation to make it official).
2025 update: Its still a challenge to get both skilled and unskilled staff to return to the job market. The UI rate is hovering between 4-5% is most segments, which means it's a candidate's market. They want perks, flexibility, and remote options. What are you willing to do to capture the elusive unicorn?
I am the DIY version of HR! Some small business owners just don't have the time/patience/understanding of HR, so they can outsource to a consultant. *SMALL* business owners can afford a local consulting firm; they are generally more flexible, personal, and responsive than a large firm or...
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I am the DIY version of HR! Some small business owners just don't have the time/patience/understanding of HR, so they can outsource to a consultant. *SMALL* business owners can afford a local consulting firm; they are generally more flexible, personal, and responsive than a large firm or payroll company that sells the HR component or PEO platform. I'm SoCal based, but there are firms like mine all over the country, ready to help small business owners fill in the gaps.
Expect to spend approximately $1500/ee/year on HR (time/labor/consulting/materials). If you have 5 people, $7500 is about right. (If you have less than 5 people, plan on $3000-5000 anyway.) Likewise, if you have 100 people, you should have one $80-90k/year EE, another $30-50k/yr ee (assistant,...
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Expect to spend approximately $1500/ee/year on HR (time/labor/consulting/materials). If you have 5 people, $7500 is about right. (If you have less than 5 people, plan on $3000-5000 anyway.) Likewise, if you have 100 people, you should have one $80-90k/year EE, another $30-50k/yr ee (assistant, recruiter, etc.), and that leaves you $20-30k to invest in payroll services, employee training, materials, and HR memberships/consulting/legal advice, etc.
Not in Oklahoma. But, overall, the employment laws should be the same for your team as it is for a gas station or a restaurant or a 7-eleven. Pay taxes, run payroll properly, have workers' comp insurance, communicate, etc. The biggest concern in CA is banking so they can properly pay payroll...
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Not in Oklahoma. But, overall, the employment laws should be the same for your team as it is for a gas station or a restaurant or a 7-eleven. Pay taxes, run payroll properly, have workers' comp insurance, communicate, etc. The biggest concern in CA is banking so they can properly pay payroll taxes; now that there are things in place to easily handle typical banking, that should be resolved soon for those who strive to maintain compliance.
Larry Clark is accurate. It is not true that "every time min wage goes up, that you must raise exempt employees on salary;" however, when the minimum wage is raised or an FLSA rate is published, one should determine if the current salary level is still above the minimum permissible salary level...
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Larry Clark is accurate. It is not true that "every time min wage goes up, that you must raise exempt employees on salary;" however, when the minimum wage is raised or an FLSA rate is published, one should determine if the current salary level is still above the minimum permissible salary level to ensure compliance with the law. If it is not, then raise that person's salary OR convert them to hourly/non-exempt status.
Outside of ensuring compliance in wage and hour is met, companies should also look at market rates in the area to see how they stack up as an employer. A salary of $70,000 about 5 years ago in California was almost 4 times minimum wage and was considered to be a decent wage. As of 2022, it will be barely over twice minimum wage. Perhaps a job that was worth 4x min wage should be increased more than the standard 2-3% cost of living? However, if the same ratio was applied to that salary, it would be upwards of $120,000 in 2022. Unfortunately for most who were in that range 5 years ago, they won't see such a significant increase as smaller companies simply cannot afford to keep up with those small trends.
It will be interesting to keep watching the trends.
Our flexibility to work with any type of organization in the way they need to be supported.
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Our flexibility to work with any type of organization in the way they need to be supported.
