HR 101: Employee Documents

This is basic information because these are absolutes, with no room for innovation and creativity.

There are certain documents you absolutely are required to have on file for each employee:
- I-9 Form: Mandatory
     Federal form proving legal right to work in U. S.
- W-2 - Mandatory
     Federal Income tax withholding
- State Income Tax form
     State withholdings BUT only Mandatory if differs from W-2 withholdings
- Notice of Pay Details - Mandatory
     State requirement - file original, copy to employee
- Application Form including conditions of employment - Critical
     Company proprietary form
- Signed Agreement of compliance with company policies - Critical
     Better if a Handbook receipt 
- Background Check Release - Mandatory if background check is done
     there is a series of mandatory form for this process
- Company property receipt - Important
- Record of any employee discipline - Critical
- Employee performance reviews - Critical

This is important for a variety of reasons that include possible lawsuits and claims. If you don't have the necessary employee documents you are defenseless and not in compliance with Federal and State labor laws.

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HR 101 - Hiring: one last word...

...before descending into the nuts and bolts world of stuff like Compensation and Benefits Management.

Hiring is fun. I know because i have recruited and hired thousands of people into dozens of companies. Touched a lot of lives in a good way.

But the advantage to the small business of having an HR professional recruiter involved in your selection process will insure the people most able and likely to help your company succeed will be picked. HR pros have the needed balance of analytical evaluation and instinct to hire the best possible people for your company.

The money you pay for this service will pay you dividends for decades in some cases. Trust me.

Lance

HR 101 - More Hiring: Application Form

As basic as it is, the Employment Application form is an important document.

First, be sure you are using an Application that complies with State and Federal labor law. Completed applications must be kept on file and can form the base of your defense against a discrimination claim. It also becomes the first document in an employee's personnel file and can become critical if later problems arise with the employee.

The HR Recruiter will explore and evaluate all the information on the form. They may also verify key information contained in the form.

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Note: Don't write anything, notes or comments, on the application form. That can cause you major problems in defending against a claim.

HR 101: Hiring (Recruiting/Staffing/Talent Acquisition)

Call it what you want - it's still rock and roll to me.

This is my favorite HR thing to do!

Since people are the company, hiring them is infusing the life blood.

HR recruiters are skilled at evaluating candidates for a given job and selecting the best possible choice of the group. So the recruiter has to know what skills and experience are needed to perform the job and also be able to determine which candidate will work best with the hiring manager's style.

HR recruiters place postings and advertisements in venues that will provide access to the kind of candidates you are seeking. They also mine online resumes, work with external recruiters and follow internal leads. Then they select the group of candidates who apply that are best qualified for the position.

They are skilled in asking the questions that give the best insight into the candidates' experience and abilities.

One other strength HR recruiters bring is knowing which inquiries are illegal and additionally how to go about getting mission critical information in a legal way. This is extremely important to the small business in avoiding claims over the use of illegal inquires and discrimination litigation.

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HR 101: Do HR Right

You're a small company, you know you need some HR help but don't think you can afford it.

You can't afford an HR employee and you don't need one.

Use the helpdesk for HR support. It's there when you need it and at guaranteed affordable rates.

Get the expert advice you would not normally have access to, at hourly or project rates that will surprise you.

Call 858-248-6126 today.

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HR 101: Small Company - BIG HR Mistake

I've seen it a thousand times. Small company hires a Payroll clerk who, over time, inherits various - paperwork tasks for new hires and benefits enrollment. Lo and behold, they become the "HR person." Everyone buys into this comfortable illusion until there is a serious claim such as sexual harassment or overtime payment and the Payroll person doesn't have a clue. Where's that panic button?

Here's another story line. The small company has an on-going relationship with a very experienced Human Resources Manager to contact when the claim hits and the company pays a reasonable sum to have an HR expert investigate and resolve the claim successfully. Even better, the company has paid to have the HR expert set up a basic program so that the claim never even happens.

If the second sounds better to you, call helpdeskHR at 858-735-9907. We'll give you a risk assessment at no charge or obligation.

Check us out at helpdeskHR.com.

Lance