The Best Compliance Advice, Is The Professional Kind.

Contracts

Yes, we create contracts but, writing a contract is only the first step of entering into a legally binding agreement with another party. It’s very easy to send a contract to someone and have it fall through the cracks.

If you start the work, but the contract is never signed or countersigned (signed by the first party but not the second party), that leaves you unprotected. That’s why contract management is so important; and yes, we manage this for you!

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Compliance

Assessments

Organizations conduct assessments to identify different types of organizational risk. For example, they may conduct enterprise risk assessments to identify the strategic, operational, financial, and compliance risks to which the organization is exposed.

 

In most cases, the enterprise risk assessment process is focused on the identification of “bet the company” risks—those that could impact the organization’s ability to achieve its strategic objectives. Most organizations also conduct internal audit risk assessments to aid in the development of the internal audit plan.

 

A traditional internal audit risk assessment is likely to consider financial statement risks and other operational and compliance risks.

Legal Risk Assesment

How did this happen?" is the first question every general counsel or compliance officer has to answer once an organization is sued or receives a regulatory sanction of some kind. The answer is that the organization does not manage legal risks systematically as it does other risks.

 

Legal risk remains one of the most challenging and least understood risks to manage. To improve legal risk management for any organization requires six steps. our process will not prevent every lawsuit or regulatory penalty, but it will bring more clarity to legal risks and enhance the organization's responses.

Human Resource Management

HR outsourcing reduces the fixed cost of managing employees. HR firms can be more efficient because the talent and infrastructure are already in place. Small businesses save money and time by hiring HR firms and are better able to offer a wider range of benefits:

  • Health insurance plans, including health maintenance organizations (HMOs), preferred provider organizations (PPOs), and health savings accounts (HSAs)

  • Dental and vision plans

  • 401(k), retirement plans, and credit unions

  • Voluntary benefits, such as cancer, travel, and long-term disability plans

Small businesses are more likely to outsource other human resource functions such as payroll administration and recruitment. Few outsource everything and usually keep HR staff to communicate with employees in core business areas.

A 2012 study found that businesses that outsourced grew 7-9% faster than firms that didn't, but that also could be because fast-growing companies are more likely to need HR outsourcing. They also had 10-14% lower employee turnover and were 50% less likely to go out of business. Their administrative costs were $450 lower per employee.

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