Smart HR for Small Businesses
Presented by: Diane F. McNally, Ph.D. August 7, 2013
Talent Acquisition HR Compliance
Training and Development
Compensation and Benefits
Communications Performance Coaching
HR as Risk Management Managing the Risk by: Creating infrastructure to support the people aspect of your business.
Utilize repeatable, sustainable and measurable processes.
Be transparent, consistent and thorough.
Complying with laws and regulations.
Minimize exposure to violations and financial or reputational risk. 3
Infrastructure Processes (just a few!!)
Drive consistency and efficiency.
Minimize chaos and confusion.
Scale for growth and increased complexity.
Provides history and information.
Supports decision making.
Articulate expectations and requirements.
Set the tone for company culture.
Processes and Documentation Processes and documentation
Pre-employment screening and references
First day orientation
Objectives and measures
Feedback and Coaching
HR Policies – Some Examples Employment Policies
Equal Opportunity Employment
Open Door Policy
Electronic Communications/Social Media
Harassment and Discrimination
Safety & Health
New hire records (application, resume, I-9, offer letter)
Performance and disciplinary documents
Time off documentation (vacation, sick time, leaves of absence)
Compensation and reward information
Tax and payroll forms
Termination and exit documents
Retain records in separate, secure and confidential files.
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Receive notice of updates.
Provides guidance on required federal and state, depending on your industry.
Show a “good faith effort” to comply.
Now what? Review the HR Checklist. Prioritize projects and create a project plan.
Don’t reinvent the wheel and keep it simple.
Use existing resources, such as forms and policies.
Outsource what you can, for example:
HR Process design and documentation
Employee Policy Guide
HR Compliance Review
What’s Trending? Independent Contractors o
Employee or truly “independent”?
Must meet very specific criteria to be considered a “contractor”.
IRS and Dept. of Labor are stepping up scrutiny.
Non-compete/Trade Secrets Agreements o
Protect intellectual property, customer portfolio and proprietary information.
Increased enforcement and litigation.
Social Media o
New recruiting strategies.
Acceptable use in workplace.
Employee monitoring. 9