Corpus Christi Human Resources

UniqueHR offers a wide variety of Corpus Christi human resources services to both employees and companies in the area looking to make their processes more efficient and productive. Our team of human resources experts provides businesses with custom employee handbooks, verifications including the Department of Human Services, Attorney General, Social Security Administration, background checks, employee status changes, and pre-employment screenings, and much more.

corpus christi human resources

UniqueHR is proud to call Corpus Christi home and provide human resource services to employees and businesses in the area. This beautiful coastal city is continuously growing in size, and many new companies begin working in the area each year. Our Corpus Christi human resources services are designed with both businesses and employees in mind in order to help companies run more efficiently and profitably.

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Staffing Corpus Christi

UniqueHR clients have the added value of turning to Unique Employment Services for a cost-effective manpower solution for their direct hire, executive search, and temporary hiring needs. Our staffing agency has been serving South Texas with excellence for nearly four decades. UniqueHR can help you with all your staffing needs in Corpus Christi. We work hard to provide individuals with the best employment opportunities available.

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Payroll Services Corpus Christi TX

UniqueHR’s payroll services include preparation of payroll, payroll registers and billing reports for Corpus Christi area companies. We offer secure web-based time reporting, online access to earning reports, and year end W-2 forms. We complete the processing of wage garnishments and wage assignments. We prepare job costs and certified payrolls at no additional charge. We also provide a shift in liability for all state and federal tax compliance and reporting.

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Workers’ Comp Corpus Christi

There are many benefits of partnering with UniqueHR for Workers’ Compensation. We offer $1,000,000 Coverage, with excess limits up to 15 million if required. We provide workers’ compensation administration and claims management. We also offer exclusive remedy protection under workers’ compensation regulations. We also offer no premium down payment and relief from annual audits, adjustment of payments, and hearings by state.

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Workplace Safety

At UniqueHR, we have Worker Safety experts that assist and educate clients with a number of different programs. Our safety programs include Safety Program Development, Safety Manual Development and Implementation. We also offer Safety Meetings and Training, with specific training certifications. We also provide job site inspections and audits.

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Benefits Administration

Our Benefits Administration offerings in Corpus Christi include Major Medical Group Health Insurance, Dental Care, Vision Care, and Health Savings Accounts. We also offer life insurance, short term and long term disability. Healthcare regulations are constantly changing and it’s hard to keep up. Unique HR uses their experience to help shoulder your compliance burdens, stem the paperwork tide and reduce the risk of noncompliance.

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Retirement Management

Planning for retirement is important to most employees. The hurdle for most businesses is to put together a 401(k) plan that is up-to-date, easy to use and cost effective. UniqueHR overcomes these hurdles for our clients with plan design, investment performance and service which are second to none. We offer a number of services that help you with retirement benefits.

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FAQ’S

Q: WHAT ARE THE RESPONSIBILITIES OF THE EMPLOYEE IN THE TEXAS WORKERS’ COMPENSATION SYSTEM?

  1. You have the responsibility to tell your employer about your injury or illness.

You must tell your employer within 30 days of the date you were injured, or within 30 days of the date you first knew your illness might be work-related. You, or someone helping you, may either talk with or write your employer or any supervisor where you work.

If you do not tell your employer within 30 days of the date you were injured, you could possibly lose your right to receive benefits.

  1. You have the responsibility to fill out a claim form and send it to the Commission.

You must send a completed claim form, called a TWCC-41, to the Commission within one year of the date you were injured, or within one year of the date you first knew your illness might be work-related.

Send the completed claim form to the Commission even if you are already getting benefits.

If you do not send the form within one year, you could lose your right to get benefits. For a copy of the form, call the field office handling your claim, or call 1.800.252.7031.

  1. You have the responsibility to tell the Commission and the insurance carrier any time your income changes.

If you are not receiving benefits and you have changed employers since your injury, tell the Commission if your injury causes you to miss work or lose income. Call the Commission at 1.800.252.7031.

If you are getting benefits and you have changed employers since your injury, tell the Commission and the insurance carrier paying your benefits if your income changes. Tell the Commission and the insurance carrier regardless of whether your income went up or down.

If you have stopped working since your injury, tell the Commission and the insurance carrier if you start working again or if you have a job offer.

  1. You have the responsibility to tell your doctor how you were injured and if you believe it may be work-related.

If possible, tell the doctor before the doctor treats you.

  1. You have the responsibility to tell the Commission and the insurance carrier how to contact you.

You should contact the Commission and UniqueHR if your home address, work address, and/or phone number changes, so the Commission and UniqueHR will be able to contact you as necessary.

Q: WHAT ARE THE FEDERAL LAWS CONCERNING DISCRIMINATION AND EQUAL OPPORTUNITY?

A: Employers must comply with decisions involving termination, promotion and refusal to hire under three main Federal laws. They are:

  • Title VII 1964 Civil Rights Act
  • Age Discrimination in Employment Act of 1967 (ADEA)
  • The Americans with Disabilities Act (ADA)

Federal Equal Employment Opportunity Commission (EEOC) laws include Title VII of the Civil Rights Act of 1964 and 1991, which bars discrimination on the basis of race, color, religion, sex, or national origin. You must enforce equal opportunity within your company. You must post and maintain an EEOC statement. You also must keep all procedures non- discriminatory. Included in the HR Appendix is UniqueHR EEO statement for you to use.

The Americans with Disabilities Act (ADA) protects qualified people with disabilities from employment related discrimination. Qualified individuals must be treated fairly when being considered for hire, pay increases, promotions or any other condition of employment. Under certain circumstances, employers also must provide reasonable accommodations that permit a disabled employee or applicant to perform the essential functions of a job. An example of this might include in- stalling a telephone hearing assist device for a hearing-impaired employee.

The Age Discrimination in Employment Act (ADEA) prohibits discrimination of applicants and employees who are 40 years old and older. Age-based discrimination in hiring, promotions, training, pay rates or any other condition of employment are all included under ADEA. Some states have their own laws that prohibit age-based discrimination at a much younger age. The best practice employers can have is to hire, promote, pay and train individuals based on their skills, abilities and work performance.

Since these are complex laws, whenever there is a question about an applicant or employee who may have a disability, please contact our HR Department at 361.852.6392. Please refer to the HR Appendix for laws governing Equal Employment Opportunity.

You must also consider state laws. Most states, including Texas, mirror the federal laws regarding discrimination and leaves of absence associated with the Family Medical Leave Act (FMLA). Some municipalities provide protection of marital status, sexual preference, parental status or other categories. You must have basic knowledge of employment dis- crimination issues. Business owners cannot discriminate against any worker or job applicant on the basis of race, color, religion, sex, national origin, age or disability.

Company owners must create a workplace free of harassment on the same basis. In the HR Appendix of this manual you will find our Harassment Policy. We can provide you a brochure for each employee that fully states this policy. Along with you as co- employers, we must be committed to a workplace free of harassment or discrimination of any kind. To protect your company from liability claims in this area you must distribute the Harassment Policy, enforce it, follow the complaint procedures, and provide training to your employees if possible. Recent Supreme Court Rulings have made two things very clear when a company faces an employee suit on these matters. First, you are liable for the actions of your supervisors and managers regarding discrimination and/or harassment. Second, the “good faith” effort you make in pro- viding a policy to the employees, enforcing it, taking action on claims, and training the employees will mitigate or reduce your exposure to liability. Our HR Department can provide training on the policy.

Q: WHAT ARE THE BEST TIPS FOR AVOIDING LEGAL ACTION BY EMPLOYEES?

  1. Document, Document and Document

Documentation is one of the best strategies to prevent or win employment lawsuits. A written employment record can help convince an opposing attorney not to file suit or convince a judge in your favor if a suit goes to trial.

  1. Honesty Does Pay and Timing is Everything

If an employee’s performance is below standard, you should promptly communicate that fact to them. Several things hap- pen when this is ignored. The employee can continue below standard performance or become angry when later told about the unacceptable performance after it was condoned. Nobody wins if feedback is not honest and timely.

  1. Take Action

Take action to deal with employee misconduct, unacceptable attendance, or unacceptable performance early. It is easier to correct if addressed before it becomes ingrained. This is particularly true of new hires who need feedback. You should closely monitor a new employee’s performance. Remember to provide the employee feedback in writing.

When you keep good records, it is easier to terminate or put an employee on notice. If employee performance does not improve, then the employee should be terminated. Your proper documentation will be important in protecting you from wrongful termination actions by a former employee.

  1. Train Your Staff and Enforce Your Policies Fairly, Consistently and Aggressively 

You must tell employees the rules and what action will take place for violations. Regulatory agencies and courts ask if you have told the employees the rules. If you use an employee handbook, publish and distribute it. Hold employee meetings and post memos on bulletin boards to communicate your policies. Training cannot be over emphasized. With today’s volatile employment atmosphere, it is essential that all supervisors are aware of the fundamentals of discrimination and fair treatment. Management personnel are acting agents of the company and are never off work. You can pay a stiff penalty for inappropriate or unlawful actions by supervisors. You can be held liable for their actions.

  1. Changing Policies

You can face a lawsuit if you give in to an employee’s frequent demands for exceptions to the company rules, policies, or procedures. However, you can make exceptions to your policies when it makes good business sense. You must document that decision and explain the business rationale for doing so. A policy is also what you practice, not just what is written.

  1. Employment Law Attorneys

Employment Law Attorneys take cases based on a contingency fee; therefore an employee may only have to pay minimal court cost to file a lawsuit. As an employer, a key issue for you is providing a convincing rebuttal to any legal charge. Documentation is critical. If you have valid, documented business reasons for your actions, it is possible the employee’s attorney will drop the case.

  1. Your Communications Can Be Tested

When a suit is filed the employee’s attorney may seek discovery or any and all documents pertaining to the issue. You are obligated to provide any and all written information pertaining to the employment of your employee. Failure to disclose all information is illegal. You may be asked to explain the meaning of your documents under oath. Make sure documentation is written in a business like manner and includes only information that is believed to be true and factual. This includes e-mail documents, voice mail, notes, memos, formal counseling, warning letters, etc. 

  1. Fair and Consistent Application of Policies

Fair and consistent application of employment policies is the key to success. Under Texas and Federal Law, in these matters of discrimination and harassment, you and UniqueHR are considered co-employers of the employees. We share the liability if a claim is filed. A key element to the limits of the liability is what happens at the work site. That is the place where   you are in control, it is also the place where your supervisors and managers represent the company. Together we can ensure that a safe and harassment-free workplace is created. We can create a place where employees treat each other with respect and work as a team.

Q: WHAT ADVICE CAN YOU GIVE FOR INTERVIEWING APPLICANTS?

When interviewing, you should get answers to three questions:

  1. Is the applicant capable of performing the job? (Is the applicant at least capable of learning to carry out the essential responsibilities of the job after receiving training for a reasonable length of time?)
  2. Can the applicant be trusted with the responsibilities associated with the job?
  3. Is the applicant the best candidate for the position?

When interviewing, be tactful and careful. Under State and Federal laws, individuals are protected from discrimination at the application and interview stage of pre-employment. You only need enough information about an applicant to satisfy the requirements of the position. You must be careful not to ask any possible discriminatory questions.

Become familiar with the tips and questions in this section. Have them ready for quick review during the actual interview.