Professional Human Resource Consulting Services

Since 1945, SESCO has been providing professional human resource consulting services to small and medium-size clients throughout the country. Services include development of employee handbooks and policy manuals, compensation administration, management and leadership training and development, organizational development, federal and state employment law compliance including representing clients before the Department of Labor- Wage and Hour Division and the Equal Employment Opportunity Commission/OFCCP.

SESCO's professional staff and field consultants are dedicated to providing clients with timely, practical human resource consulting services and information organizations need to effectively compete in today's marketplace. SESCO prides itself on being one of the few one-stop-shop consulting firms providing results-oriented consulting support, thereby contributing to our clients' people management and profitability goals. Recently, a valued client told us that he would not think of being in business without having the benefit of SESCO services. Our goal is to become an invaluable part of every client's management team. Whether it be handling a difficult termination, coaching a leader who has potential, developing an affordable and effective compensation system or assisting with governmental compliance or representing the client before the government when being investigated, we are committed to achieving excellence in your workplace.

What can we provide your organization?
Management training programs
Online applicant assessments
Development of affirmative action plans
Sexual harassment training and policy development
Customization of your employee handbook
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News

Week in Review
02.23.2015
IBM study dispels negative myths about Millennial workers A new IBM study reveals much of the hype about Millennial employees simply isn't true. They aren't, according to the study, the "lazy, entitled, selfish and shallow "workers that many believe them to be. The results found that the fundamental distinction between Millennials and older employees is their digital proficiency, which comes from growing up in a digital world. But, for things like career goals, employee engagement, preferred leadership styles and recognition, the study shows that Millennials share many of the same attitudes as Gen X and Baby Boomer employees. By 2020, Millennials will be approximately 50 percent of the U.S. workforce. Today's business leaders need to begin planning for this shift by creating a workplace environment that will maximize the Millennial generation's unique strengths. The IBM Institute for Business Value examined five commonly held beliefs about Millennials and busted them like the myths they are: • Myth 1: Millennials' career goals and expectations are different from their elders (i.e. unrealistic). As it turns out, Millennials want financial security and a diverse workplace just as much as their older colleagues. • Myth 2: Millennials need endless praise and think everyone should get a trophy. Millennials' idea of a perfect boss isn't someone who pats them on the back. They're looking for an ethical and fair boss who shares information. • Myth 3: Millennials are digital addicts with no boundaries between work and play. Millennials are less likely than older generations to use their personal social media accounts for business purposes. Millennials enter the workforce with a strong social presence and personal social media strategy. They know what they want to communicate, where they want to share it and how it best suits their audience. • Myth 4: Millennials can't make a decision without crowdsourcing. Millennials value others' input, but are no more likely to seek advice when making work decisions than Gen X. • Myth 5: Millennials are more likely to jump ship if a job doesn't fulfill their passions. Millennials change jobs for the same reasons other generations do, and they are no more likely than older colleagues to leave a job to follow their passion. More »

DOL Updates Spousal Definition for FMLA
02.23.2015
Workers in legal, same-sex marriages, regardless of where they live, will now have the same rights as those in opposite-sex marriages to federal job-protected leave under the Family and Medical Leave Act to care for a spouse with a serious health condition. The U.S. Labor Department announced a rule change to the FMLA today in keeping with the U.S. Supreme Court ruling in United States v. Windsor. That ruling struck down the federal Defense of Marriage Act provision that interpreted "marriage" and "spouse" to be limited to opposite-sex marriage for the purposes of federal law. More »

Week in Review
02.17.2015
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