Morton County is moving forward on a proposal to hire a private business for county employee administration duties including payroll, human resources, safety and risk management.

Brian Reinbold, of the Avitus Group, made a presentation to commissioners on Tuesday in response to the county's search to fill the human resources position left vacant with the resignation of Paula Graner at the end of 2006.

Avitus is headquartered in BIllings, Mont., with offices in Bismarck, Denver, Gillette, Wyo., and California. Its president and CEO is Art Geiger, originally from Glen Ullin, in Morton.

According to Reinbold, the company has a presence in 23 states, working with 400 private businesses, though it does work with some cities. Morton would be the first county in North Dakota to employ its services.

Reinbold described Avitus as having a co-employer relationship with its clients. The company assumes full liability and responsibility for employee administration. It administers payroll, retirement benefits, health benefits, deposits, human resources issues and safety and risk management.

"Our mission is to provide fully integrated business resources," Reinbold said.

Through a study of Morton County, Avitus has determined it will charge 1.5 percent of the county's gross payroll. Commission Chairman Mark Bitz calculated that, based on Morton's $6 million payroll, the county will pay about $90,000 annually for the services. By contracting with Avitus, it will save the county about $40,000, Bitz added.

Avitus would need a liaison working with the county, but otherwise contact would be made through phones and computers. Weekly visits would be made by Avitus personnel, and the commission will receive monthly progress reports.

"In visiting with some of our employees, they look at the human resources director as being some kind of employee advocate. The employees are concerned that you (Avitus) will be more to the county commission than to them," Commissioner Andy Zachmeier said. "I can't see how you could be an advocate for them if you're not on site."

Reinbold said he didn't see human resources working as an employee advocate, because it is a service hired by the client.

"We're not out to hurt the employees. The nature of human resources law is that it's designed to work for everyone," Reinbold said. "It levels the field. When (it is) properly administered, employees get due process."

The human resources department is there to protect the employer, and part of protecting the employer is to make sure the employer is being fair with its people, Reinbold said.

The contract with Avitus would be on a month-to-month basis, with either party able to pull out of the agreement with 30 days notice. For additional charges, Avitus can handle background checks and drug testing, which are required in the sheriff and road departments.

The Morton human resources department, Bitz said, was terribly under used and, in his opinion, when it was called upon, it wasn't used as intended. Reinbold said the more detached presence of Avitus as a human resources service is often better embraced by employees than a human resources department knowing all the details of employees.

"You can eliminate real touchy political problems by having someone who is essentially a stranger handling these delicate issues," Reinbold said.

Bitz questioned whether the county would have to advertise to have the services rather than just being able to contract with Avitus. The commission asked the state's attorney to review the matter, but approved a motion to begin negotiations with Avitus as long as neither party had any obligations. Reinbold said, as part of the process, Avitus will hold meetings with employees.