Vanessa G. Nelson SPHR, CLRL is founder and President of Expert Human Resources Consultants, LLC, a portable HR department, which was founded to help companies protect their assets and increase profits by assisting them with employee-related lawsuit avoidance, conflict resolution, legal compliance maintenance, benefits administration, and maximization of human capital. Vanessa has worked with multiple diverse companies including, healthcare (medical and dental), government, restaurants, retail, construction, adult day care, automotive, and education. Her motto is "Organizational pains are my pains; I do not succeed until the organization is improved."
Vanessa is a results-oriented HR Consultant with a unique background in business management, spanning over 27 years at Hurley Medical Center and Sparrow Health Systems. Her expertise includes: labor relations, employee relations, workplace investigations, and policies and procedures. Additionally, Ms. Nelson has implemented processes to improve conflict management and employee relations; conducted harassment training to improve company efficiencies, worked with multiple unions to produce positive outcomes, and has recruited dozens of talented employees. She is mobile and able to quickly interpret and apply policies fairly and consistently.
Ms. Nelson received her Master of Science in Administration/Human Resources Management from Central Michigan University, and a Bachelor in Business Management from Northwood University. She holds the Certified Senior Professional in Human Resources (SPHR) credential, which is a national top HR certification, held by less than 11% of HR Professionals in the United States. She is also Certified Labor Relations Leader (CLRL), and is Six Sigma White Belt certified.
Ms. Nelson has conducted multiple seminars including: "Lawsuits Waiting to Happen", "Human Resources and the Law", "FMLA," and "Employment Law Updates".
Recently, there have been some high profile cases where employers misclassified workers as Independent Contractors. In one such case, Microsoft agreed to a settlement of $96 million for improperly misclassifying workers as Independent Contractors.
The Family and Medical Leave Act (FMLA) became effective August 5, 1993. It provides eligible employees with up to 12 workweeks of unpaid, job protected leave in a 12-month period for specified family and medical reasons, or for any "qualifying exigency" arising out of the fact that a covered military member is on active duty, or has been notified of impending call or order to active duty, in support of a contingency operation.
Employee-related lawsuits are on the rise. Last year the EEOC announced a record number of discrimination claims, approximately 100,000. Wrongful discharge cases are also on the rise.