HR TROUBLE SHOOTING

QUICK SOLUTIONS FOR EMERGENCIES AND URGENT PROBLEMS IN HR MANAGEMENT
The founders stand alone struggling their way through, till an experienced HR manager gets taken on.
Yet every contract and disciplinary action needs to be urgently checked, with all potential legal issues and their consequences being checked beforehand.
 
These instances of problems and urgent situations share common characteristics:
  • They turn up in a completely unpredictable and sudden way
  • They require an immediate solution
  • No one has the time or most have no energy to deal with it
  • No one really knows what to do or has the corresponding expert knowledge
​THE SOS-HOTLINE FROM KICKSTART-HR HAS BEEN SET UP FOR EXACTLY THESE ISSUES:
  • Available 9-7 PM Monday to Friday
  • Immediate advice in critical situations
  • Access to our network of contacts for extra support and coordination of immediate action
  • On-site intervention when needed
  • Personal HR advice on standby for all concerns
SOME EXAMPLES WHERE OUR CLIENTS CALL ON OUR SUPPORT:
  • In the beginning we simply took over the contracts from another startup. Nothing can go wrong, right?
  • A mother wants to come back to work after having her baby, but with a limit of twenty hours which is too few for us. How can we reach agreement on this, and what are we legally required to do?
  • An employee was sick for nearly all of her probation period. What shall we do, given that her probation ends tomorrow?
  • An applicant is 80% disabled. Should we employ him, or is it too complicated and risky for us as the employer, given the possible extra related costs?
  • What are we legally required to do, when there is an injury in the workplace?
  • Help! The Employers' Liability Insurance Association has told us that they want to check up on our office tomorrow!
  • We need a good contact at the Labour Office.
  • After we fired a worker we got hit with a lawsuit!
  • A worker was caught stealing. What should we do about it?
  • We heard that our people have been taking drugs. What is the minimum we should do?
  • We have to let go of several employees for business reasons, and we're nervous about the impact on the others. What consequences should we consider before during and after this wave of redundancies?