Corporate Benifits Alliance

Employee Benefits Guidebook

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"I just wanted to personally thank you for all of your hard work that went into making our 1st annual Wellness Day a HUGE success!! Everyone loved the Dietician; they found her very informative and really learned a great deal.

Your effort in coordinating the various vendors was fantastic and took a great deal of work off of my plate."

Elaine - Human Resources Coordinator
Pointroll, Inc.

HR Services

At CBA, our goal is to provide you with improved, expanded services and greater satisfaction at a reduced cost -- which is why we offer Human Resources services to our clients. Employee benefits plans are among the most important factors in successfully recruiting, retaining and rewarding your employees, but certainly not the only factor.

So we provide a Human Resources project of your choice at no cost to you. Whether you need a comprehensive HR Audit, or would prefer support in a different area, we will provide one of the following to you as a complimentary component of our service offering. Think of it as our way of demonstrating our obsessive commitment to you as our client! Of course, we also have the ability to develop a fully customized Human Resources solution for a fee if you need additional support.

Human Resources Audit

Many of our clients elect to begin with the Human Resources Audit. This audit is a comprehensive review and evaluation of all of your company’s HR policies and practices. It is designed to evaluate each specific practice area and determine if those areas are adequate, legally defensible and effective.

CBA will conduct a 19-point review of your HR function, which includes the evaluation of the recruiting process, on-boarding employees, employee orientations, employee files, employee relations, labor posters, adherence to the Fair Labor Standards Act, and compliance with a variety of governmental requirements such as FMLA, ADA, EEOC, OSHA, and ERISA.

Once the evaluation is complete, we will submit a report of findings for your review. We also provide recommendations, and a specific action plan and timeline for those areas deemed most critical. CBA can be involved as little or as much as you choose. Ultimately, the most important function of the audit is to provide a plan to ensure that your company’s HR policies and procedures are the most effective they can be, so that your organization and its employees continue to evolve and grow.

Employee Handbook/Personnel Manual

CBA can review and update your existing employee handbook to ensure that it is currently compliant, or we can create a new handbook for your organization. Either way, the most important function of a personnel manual is to make certain that your company’s policies are legally defensible. Some of the most critical areas include the Fair Labor Standards Act, State & Family Medical Leave Act, Equal Opportunity and Harassment. Since laws vary according to state and company size, and are constantly changing, it is important to update your manual regularly to reflect the changes that pertain to your specific location and circumstances.

Federal & State Required Labor Posters

The U.S. Department of Labor (DOL) requires that employers with two or more employees post all employee-related federal and state notices in a conspicuous area in the workplace. Since the DOL issues many notices throughout the year, it can be difficult to keep up with the requirements. We offer an automated poster program where we will regularly send you all revised or new state and federal posters. It definitely makes compliance easier!

Job Descriptions

It is important to take a comprehensive approach to job descriptions, both to protect your company from employees who claim that they were unaware of expectations and to ensure that only most qualified applicants respond. In addition to the job title, reporting relationship, responsibilities and requirements, we recommend that the following points also be included every job description: •The physical location, requirements and expectations of the job •The Fair Labor Standards Act (FLSA) status (exempt or nonexempt) •A Position Overview which includes the specifics of each function and how each function is expected to be performed •Working conditions describing work-related hazards and environmental conditions that occur while performing the job such as the presence of loud noises (as in a manufacturing facility), or the need to remain on one's feet for long periods of time


This document includes descriptions and definitions of all benefits policies offered to your employees. For example, full time, part time and temporary employment statuses are defined, along with company holidays, accrual schedules for Paid Time Off, and a description of what is classified as other paid time off are among the topics outlined. This is different from the Employee Benefits Guidebooks we provide, which gives a fully customized view of health and welfare benefits offered to your employees.
Click here for a sample Employee Benefits Guidebook »

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