As a small business owner scaling your operation, hiring new team members can be very exciting. However, while you may be an expert at helping your customers and clients, the new addition to your staff can trigger HR requirements and legal compliance issues that are not your specialty.
No company can thrive without setting workplace expectations and establishing HR procedures. An employee handbook should outline all of your company’s values and disciplinary procedures. Check out some of the standard measures that your company should implement below.
Explain Employee Rights Per Labor Laws
Federal labor laws state that employees have distinct rights within the workplace, including:
- Receiving equal pay for equal work
- Not facing discrimination because of their age, gender, religion, race, or disability
- Being able to report discrimination without retaliation
These workplace policies apply to every employer, so it’s in your best interest to put them at the beginning of your employee handbook.
Create a Drug and Alcohol Policy
Employees must abide by a code of conduct in the workplace. For the health and safety of everyone on site, prohibit the use of drugs and alcohol. Make it clear that abusing these substances in the workplace is grounds for termination.
This policy may also include your approach to drug and alcohol testing. Do you want to conduct random screenings, or will you only test for substances with reasonable suspicion? Choose a policy that best suits your workplace.
Tackle Onboarding Procedures Carefully
You should give every new member of your team an employee handbook on their first day on the job. HR professionals must have proper onboarding plans for new hires, such as:
- Presentations regarding company values
- Team training
- One-on-one training
- Initial performance reviews
To make the transition as smooth as possible, approach the onboarding process in stages. Think about what new staff will experience on their first day, as well as during their first week and first month. If they aren’t meeting expectations within a certain timeframe, you may have to reconsider their employment or focus on more training.
Figure Out Performance Review Structures
Most employers conduct regular performance reviews to see how well workers are meeting goals or succeeding in their roles. It’s up to the HR department to develop the review process and next steps for supervisors.
Confirm the timeline for performance reviews as well as the approach that managers should take. For example, new hires may have reviews every three months for the first year of employment. After that, they may switch to an annual review.
Outline Procedures Regarding Termination
Your employees should understand the possible grounds for dismissal. However, you also need to plan internally for smooth termination procedures.
Where and how will you inform employees of their immediate dismissal? Do they have company equipment that they need to return before a firing? Are there security measures you need to enforce if interactions become hostile?
Planning ahead can make the difficulties of this task a bit more manageable.
Improve Your HR Measures With 45 Solutions
Whether you need help establishing an employee handbook or hiring new talent, 45 Solutions is here to help. We specialize in HR consulting strategies and can help your workplace succeed. Call (215) 828-1404 to learn more about our services or book a consultation with us online.
