Navigating Your People’s Purpose.
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SERVICES AND SOLUTIONS
Our services and solutions, designed for you.
The Hiring and Firing Game™
In the world of work, it may, at times, feel like playing a game. It starts as a foundation (a company’s purpose, the “why”) and evolves with specific rules (regulatory compliance), player participation (workers), determining objectives (bridging strategic planning with daily operations), and outcomes (defining success by measuring changes in financial, workforce, or operational metrics).
Often the game of work requires human resources to liaise with other divisions and departments within the organization to meet forecasting models, integrating business success, and supporting people capital. In this role, human resources may experience tension between, service and value, task implementation and business function, human resources compliance obligations and employee experience, and change and risk management, just to name a few.
Hence , after years of observing the same industry challenges, we developed The Hiring and Firing Game™. It is a framework tool and concept used to reframe guidelines and boundaries in the HR business landscape for both individuals and businesses navigating a sea of complexity. Moreover, to further balance the game scale, we take into account legal compliance, company culture, foundational statements, foresight, the “we are here, but we want to be there” mindset, people services, best practices, and current trends, among others. While the aim is to clarify and define the collaborative process in relation to how employees align with the company culture, the objective is to distinguish where the players perceive their purpose to be in the employee experience, although outcomes may vary due to the ever-dynamic HR climate.
WOW FACTOR FACTS
In the overwhelming world of work, time is a commodity. Check and balance systems are not constant for a host of reasons which may result in fines, penalties, or even criminal allegations.
A few general examples of commonly overlooked employer-responsible details follow:
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School related activities leave – “Family School Partnership Act” or Planned and Foreseeable Absences under California Labor Code §230.8 provides parents, and other parental figures, with protected time off to attend to child related activities. An employee working for an employer who employs 25 or more employees working at the same location may take off up to 40 hours each year, for the purpose of selected child-related activities.
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Failing to provide an applicable Consolidated Omnibus Budget Reconciliation Act (COBRA) election notice to former employees and other qualified beneficiaries within (generally) 44 days of a qualifying event can subject employers to a penalty of up to $110 per day, at the discretion of the court, as well as the cost of medical expenses incurred by the qualified beneficiary.
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Under the Immigration Reform and Control Act (IRCA), employers are required to “verify the identity and employment eligibility of their employees and sets forth criminal and civil sanctions for employment-related violations.” The penalty could be as high as $27,894 PER WORKER.
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In 2025, the Occupational Safety and Health Administration’s (OSHA) penalty for a willful or repeated violation starts at $11,823 to a maximum of $165,514, PER VIOLATION.
WOW, fines and penalties could be costly, sometimes even bankrupting an organization! Don't let this be your company!
Tritrix HR Solutions™ aims to catch the details before the details catch the employer! Our advisory blueprint starts at the end, first. At each pivot point throughout the scope of work, we objectively rather than subjectively explore the parameters of the client's challenge and ascertain an opportunity for success – an opportunity for solution.