Turnkey HR FAQs

The TREW Crew Answers Your FAQs.

Got questions? Our experts answer your most frequently asked questions (FAQs) related to TREW’s HR services.

We handle your HR tasks so you can focus on growing your business… and save time and money, too. We make your payroll, benefits, compliance, Worker’s Compensation, and other HR functions as simple as unlocking your front door. You just turn the key and you’re in. That’s why so many small- to mid-sized companies in our community turn to TREW to outsource their HR needs.

No matter what size your company, you need HR expertise to manage today’s evolving workplace effectively; whether it is Legal & Compliance, growing pains, Mergers& Acquisitions, getting HR expertise protects your company.

It’s really up to you and your team, but we encourage it. When pronouns are used, it lets others know that your company offers an inclusive and safe environment. However, we can’t mandate to put a policy in place for pronouns. It’s just best practices.

You are required to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must adequately complete Form I-9 for everyone they hire for work in the United States.

”Be the person you want to work with.”
– Author unknown

An employee handbook is essential to the organization. It is designed to help the company comply with state and federal employment law, establish its rights, and protect the company. Handbooks should be reviewed annually.

You may stop counting days of restricted work activity or days away from work once the total of either or both reaches 180 days.

Sorry, but no. You need to file a separate OSHA 300 form for each of your organization’s locations.

The case number is the identifier for the injured worker. It can be any numbers or letters, but they can’t be used again. The best practice is to use the injured worker’s insurance claim number.

No, but you can give the interviewee a copy of the job description and ask if they can perform the job duties & responsibilities. Make sure to retain your interview notes for one year in the case of a Discrimination Complaint.

While an individual with a disability may request a change due to a medical condition, this request does not necessarily mean the employer is required to change. The reasonable request should be the first step in an informal, interactive process between you and the individual.

No reasonable accommodation is required when it would impose “undue hardship” on the operations of the employer business, or if the individual poses a direct threat to the health or safety of themselves or others.

When you employ 50 or more employees in 20 or more workweeks in the current or preceding calendar year, including joint employers and successors of covered employers.

COBRA requires that a group health plan sponsored by 20 or more employees in the prior year offer employees and their families the opportunity for a temporary extension of health coverage.

Got more questions?

If you’ve got comments or questions we haven’t answered here, feel free to send a message through this form. We look forward to hearing from you.