Amplified HR Solutions
Coaching / Training / Compliance
About Us
Amplified HR Solutions is your strategic partner in protecting and optimizing your most valuable asset: your people. We are experts in HR services, we offer a comprehensive suite of HR services designed to elevate your business. Our expert coaching, targeted training, and robust compliance solutions empower small and medium-sized organizations to thrive.
We specialize in crafting custom HR packages tailored to your unique needs. From navigating complex employee relations to ensuring regulatory compliance, we handle the HR complexities so you can focus on growing your business. Founded by seasoned HR professional GinNeal McVay, we offer cost-effective access to the HR expertise you need.
With over 20 years of industry experience, GinNeal brings a deep understanding of business challenges and a passion for helping organizations succeed.
Let Amplified HR Solutions be your HR powerhouse. Contact us today to schedule a consultation and discover how we can amplify your success.
HR Stats You Should Know
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Frequently Asked Questions
Can I offer comp time to my employees instead of paying overtime?
Many employers confuse comp time and flex time.
Comp time allows employees to work extra hours, not be paid overtime, but the employer credits 1.5 hours of leave to a comp time bank. This leave can be taken at a future date or is paid out at separation. According to the FLSA, only public-sector employers are permitted to provide comp time.
Flex time allows employees to work extra hours, but they are allowed to take time off during the same work week to offset the extra hours.
All employers are allowed to offer flex time so long as the employee flexes the time worked during the work week in which it occurred. Otherwise, the additional time must be paid at 1.5 times the employee's regular rate of pay.
How do I address employee performance deficiencies?
Addressing employee performance deficiencies can be tough. Here are 7 steps to help you the next time you have to address an employee's performance.
1) Create a positive tone.
2) Describe the behavior in factual and neutral terms.
3) Obtain agreement that a problem exists.
4) Determine the reasons for the performance issues.
5) Require the employee to "own the solution" to their problem.
6) Gain support by appealing to the employee's self interest.
7) Summarize the meeting and define the next steps.
Can I just make everyone a 1099 contractor instead of W2 employees?
1099 contractors typically refer to freelancers, contractors, consultants and other short-term jobs, while W2 employees are the standard worker classification. In order to determine if a person is 1099 contractor or W2 employee, use the Department of Labor's economic reality test:
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Opportunity for profit or loss depending on managerial skill.
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Investments by the worker and the employer.
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Permanence of the work relationship.
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Nature and degree of control.
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Whether the work performed is integral to the employer’s business.
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Skill and initiative.
Can a male employee take Family Medical Leave for two weeks due to the birth of his newborn?
The company is required to offer time off under the Family Medical Leave Act (FMLA) if they have 50 or more employees in a 75-mile radius. Under FMLA, the mother and father are entitled to time off due to birth of a child.
Should I keep the employee's complete Form I-9 in their personnel file?
No. The completed Form I-9 should be kept in a separate folder/binder and not in the employee's personnel file. All current and terminated employee Form I-9 can be kept together.