Policies and Procedures

Attendance Policy Checklist for Small Businesses

Do your employees know what to do when they need time off work or even if such time off is allowed? Instead of relying on word of mouth, craft a detailed attendance policy that keeps every supervisor and worker on the same page. Avoid confusion, conflicts and court battles by drafting a document with each of the sections below.

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6 Business Benefits of Employee Automated Time and Attendance Systems

Your employees could be stealing $800 or more each year with your blessing. Employee time theft is a rising concern across the small business community as workers come in late, take long lunches, clock out early and waste time on Facebook. If just a single employee making $10 an hour is late 15 minutes each workday, you are handing over $800 annually and getting nothing in return. One of the simplest solutions to get that money back is to implement an automated time and attendance system. Most costs are recouped within the first year, and the accumulated benefits far outweigh the initial investment.

Here are just a few advantages of electronic time and attendance systems: [click to continue…]

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The Essential New Hire Paperwork Checklist

When you don’t have the benefit of a full-time human resources department, hiring even one extra employee can topple your already overflowing plate. At the same time, without the proper federal, state and company-specific paperwork, you may be setting up your business for fines, lawsuits and mass confusion.

The next time you add someone to your team, use this new hire paperwork checklist to spend more time on mission-critical work and less time on paper.

Federal forms: [click to continue…]

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The Dreaded Termination Letter- Write it “Right” The First Time

Firing an employee is never easy, but it is especially difficult when you rarely need to perform the task. Working in a small business, you cannot afford the same legal slip-ups as large corporations. Instead of guessing what information to include in an official employee termination letter, use these tips to let your former worker know exactly where he or she stands.

1. Stick to the facts. Do not embellish the truth, either for the worker’s benefit or for your own. Avoid language that is discriminatory, biased or derogatory.

2. Focus on specific criteria for continued employment. If your termination case goes to court, you want to be able to show measurable, objective standards for all individuals in the same job classification. For instance, you can document the occasions the employee had been absent or tardy versus the acceptable limit, the number and severity of customer complaints and the amount of unfinished work. [click to continue…]

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