Because You Started A Business To Do What You Love ― Not To Write Job Descriptions
Handbooks, Compensation, Performance Management, Job Descriptions, Employee Relations problems, Supervisor Training and annual Harassment Training
Because you are an expert at your business, not HR.
Let us be your HR expert.
Grown Into Needing a Dedicated HR Function?
Congratulations on your growth. You are entering an exciting time. Know that setting up an HR function is a different job than administering a HR Department. Set up requires multi functional experience in all aspects of HR and strategic ability. You want someone who is seasoned enough in all areas to see that which will go wrong and can advise you around those problems. You want it done right the first time, in an expeditious manner which minimizes wear and tear on existing employees and blends existing and newer employees into a cohesive group.
Running A Business Would Be A Piece Of Cake If Not For People and Money Someone's Dad
Important Polices For A Small Business Employee Handbook
1. Anti Discrimination and Harassment
TIP Include a reporting procedure for complaints and anti retaliation language.
2. IT Policy
TIP Address BYOD (Bring Your Own Device) protocols.
3. Safety, Accidents and Emergencies
TIP Make sure employees know to report all accidents, even small and "near misses." Include a procedure for making safety complaints and anti retaliation language.
4. Payroll and Wages
TIP Make it clear that there is no such thing as "working off the clock." Include a procedure for making wage and hour complaints (exempt and non exempt) and anti retaliation language.
Solving The People Problems That Keep You Awake At Night!
10 HR Tips For Small Business
1. Manage "growing pains."
Employees hired when you have 30 employees have different expectations than the employees with you since Day 1. New employee's have expectations gained from prior jobs that include training, job descriptions, performance management, and polices. Employees with you since Day 1 likely enjoyed having no such constraints.
2. Conduct annual workplace harassment training.
Training is the first line of defense in harassment claims. Maybe Title VII doesn't cover your business but State law likely does. Small businesses by their nature tend to be relaxed environments. Regardless the day will come when you, as do all businesses, will have such a complaint and you'll be glad you had training.
3. Take complaints seriously.
When a business ignores or fails to adequately address employee complaints, what happens is that a situation that may have been easily handled instead festers into a serious and/or hard to manage problem.
4. Compensation administration is more than monitoring your competitors.
You need compensation structure and good data. Your job’s internal equity ranked, jobs priced and fresh data every year, pushed to you for easy budgeting. Software does that for less than the price of losing one person.
5. Have an employee handbook.
You don't have to write the Iliad. You do want basic policies to set expectations so both you and your employees have an understanding of your obligations.