Complying with the abundance of Human Resources related requirements can be a daunting task for any company, but especially for federal government contractors. The Redstone Government Consulting HR Team routinely provides an assessment of the “current state” which helps management evaluate whether specific practice areas are adequate, legal and/or effective. The focus of the assessment is related to the federal laws and regulations under the jurisdiction of the Department of Labor, with particular emphasis on those of the Equal Employment Opportunity Commission, the Office of Federal Contract Compliance Programs and the Wage & Hour Division. Relevant state laws are also considered. Our thorough assessment involves a systematic and objective look to include, but is not limited to the following:
- Employee Handbook /Policies
- Contractor Code of Business Ethics and Conduct (FAR 52.203-13)
- Fair Labor Standards Act
- EEO/Anti-Harassment/Affirmative Action
- Equal Opportunity (FAR 52.222-26)/ Executive Order (EO) 11246
- Equal Opportunity for Veterans (FAR 52.222-35) / Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)
- Affirmative Action for Workers with Disabilities (FAR 52.222-36)/Section 503 of the Rehabilitation Act of 1973
- Compensation Plan Structure
- Performance Management
- Training
- Davis-Bacon Act (FAR 52.222-6)
- Service Contract Labor Standards (FAR 52.222-41) and related regulations
- Employment Eligibility Verification (FAR 52.222-54)
- Combating Trafficking in Persons (FAR 52.222-50 and 52.222-56)
- Drug-Free Workplace (FAR 52-223-6)
A detailed report and presentation of findings is provided. The results provide decision-makers with the information necessary to decide what areas need a more thorough evaluation and subsequent policy and process improvement. Our team of experienced consultants will continue to be a valuable resource throughout the process of developing and implementing future change.
Sheri joined Redstone Government Consulting, Inc. in December 2012 as a Human Resources Consultant. She provides HR consulting services to our customers on a wide range of issues, from specific projects to an ongoing outsourced solution of the human resources function. Sheri has two decades of experience in providing a comprehensive assessment of all areas of HR, including establishing and implementing policies and practices, contract transition efforts/onboarding, and investigations. Sheri’s experience covers a broad spectrum of compensation planning and analysis for total compensation projects, reasonableness assessments including executive compensation, compensation philosophy development, total reward strategies, benefits analysis, market pay and pay equity evaluations. She regularly supports clients with the analysis and mapping of labor categories and the preparation and analysis of wage calculations and supports clients in pricing disputes with DCAA. Sheri has a wealth of experience in navigating the many compliance challenges associated with Service Contract Act and Davis Bacon Act. She has been a valuable resource to our clients in all these areas. She stays abreast of the various requirements of the Department of Labor and, of great importance to government contractors, the Office of Federal Contract Compliance Programs, as well as other federal and state regulations impacting human resources. Professional Experience Prior to joining Redstone Government Consulting, Inc., Sheri served in various roles in the Human Resources arena. While employed by a mid-size government contractor she assisted with database development, recruiting, affirmative action planning and contract proposals. Sheri later became an Employment Specialist with one of the largest employers in Huntsville, where she assisted and led managers in the interpretation and documentation of the progressive disciplinary process, conducted employee investigations and allegations of discrimination, sexual harassment, wrongful discharge and employee disputes, conducted unemployment hearings and conducted new employee orientation. Sheri developed and presented management training, administered facility compensation plan, monitored staffing budgets and wrote job descriptions and handbook revisions.