Schedule a Call With HR Service, Inc.

Let us take the guesswork out of HR compliance. We will help you identify which HR solutions could fit your company’s needs.

Contact Us For a Free, No-Obligation Consultation

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What Happens When You Schedule a Call With HR Service, Inc.?

We want you to know what you can expect during your free consultation. We promise peace of mind and no surprises at all.

Depending on your preference, we can schedule one of three different consultations:

An introductory call acts as a brief overview of the services offered.

A needs assessment involves a 30-minute meeting with a leadership team to sift through the issues that need assistance.

A 45-minute demo call walks you through an overview of the online resources available.


We will chat about the HR systems and processes you already have in place. What is going well? What could use some support? As we paint a picture of your overall work environment, it informs us how we can help you move forward.

Risk Assessment

A risk assessment, or a complete audit, will solidify where you stand with compliance. Using this data, we can evaluate your HR practices to identify where we can help improve your work culture, morale and employee engagement.

Review of HR Solutions

We customize our HR services to exactly what you need. We will show you options – everything from DIY eServices to professional outsourcing. We are confident that we can find the resources you need, wherever you are in the country.

Frequently Asked Questions

Compliance is a tricky issue to tackle, but there are a few key benefits to make things easier on you. The key benefits of HR compliance include: training and making sure your company is meeting your legal requirements.

There are many parts involved in HR compliance, but the most important are the Internal Revenue Code, Title VII of the Civil Rights Act, and Title I-XIX of ERISA. IRS is critical because it establishes how employees are taxed for fringe benefits. Title VII is important because it prohibits discrimination in employment practices or conditions of employment on account of race or color, sex, religion, or national origin. ERISA is an act that provides for pension protection and other employee benefits.

The first step is to identify what regulations apply to your company. This can be done through research, talking to professionals or other mentors who have been in the industry a long time. Once you have identified the regulations that need your attention, you need to put together an action plan to achieve compliance. Review all current policies and procedures and make sure they are compliant with any NEW regulations. 


In order to comply with all relevant laws, a company should:

  1. Define the issue or the question that is being raised. 
  2. Identify the applicable law that governs the issue or question.
  3. Review and analyze relevant law to identify obligations and risks.
  4. Put in place measures to address any issues identified.

The most common HR violations are not paying employees on time, not following the minimum age law and not providing adequate breaks. 

A Summary Plan Description (SPD) is a document that employers must give (for free) to employees who participate in Employee Retirement Security Act-covered retirement plans or health benefit plans. This SPD is a detailed guide to the benefits the program provides and how the plan works.

Generally, no. If you only have a Cafeteria Plan, you are not required to file a Form 5500 or Schedule F. However if you have a welfare benefit plan, you may be required under Department of Labor regulations to file a return for that plan.

Surround Yourself With a
Reliable Team

Decide today to make changes for the better. A FREE, no-obligation consultation will help you look into the valuable resources you have for your company’s HR. You can be as involved as you would like to be. Whatever works best for you.

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