New Employer Guide
Are You a First-Time Employer Concerned About the Potential Risks to Your Organization?
Rest assured, you're not alone in experiencing these challenges. Many others have faced similar situations. Remember, you don't have to have all the answers on your first day or even in your first year. Even HR professionals with decades of experience continue to learn and grow. Whether you're just starting out or a seasoned pro, the key is to identify what you need to learn as you progress in your role. For example, you may not need to fully master every detail of the federal Family and Medical Leave Act if no employee currently requires leave. However, it's crucial to be aware of whether the law applies to your organization and know where to access more information when necessary.
Below, we've summarized the critical HR topics that you should familiarize yourself with sooner rather than later.
Accommodations:
Accommodations refer to the process of making necessary adjustments to the work environment, employer policies, or job application procedures to enable individuals with disabilities or religious needs to fulfill their job's essential functions, access employment benefits, or be considered for suitable positions. Typical accommodations may involve changes to work schedules, job duties, additional breaks, accessible parking facilities, and the provision of materials in alternative formats.
At-Will Employment:
In all U.S. states (excluding Montana), employment relationships are categorized as "at-will," which grants employers the right to terminate employees at their discretion, for any lawful reason, or even without a specific reason. Likewise, employees also have the freedom to end the employment relationship when they choose. However, it is prudent for employers to have a valid business justification and maintain thorough documentation when terminating an employee. This practice helps safeguard against potential claims of unlawful termination.
Benefits:
Benefits encompass the non-monetary components of employee compensation, such as medical, dental, and vision insurance, retirement plans, paid training, disability insurance, life insurance, and company discounts.
Discrimination:
Unlawful employment discrimination occurs when employees are treated better or worse based on their membership in protected classes, such as race, color, religion, sex, national origin, disability, age, and genetic information. It's essential to be aware of federal and state laws that protect against discrimination and ensure compliance.
Employee Handbook:
An employee handbook serves as a resource that outlines the company's philosophy, employment practices, policies, benefits, and expected conduct. While not legally required, it is a valuable tool for both organizations and employees.
Employee Training:
Training is crucial to equip employees with the necessary knowledge and skills to perform their job effectively, enhance performance over time, and take on new responsibilities as they grow within the organization.
Compliance:
HR compliance involves ensuring that employment practices adhere to federal, state, and local laws. Keeping track of new laws and amendments is essential for maintaining compliance.
Form I-9:
The Form I-9 is a federal document that employers must complete with new employees within the first three days of employment to confirm their eligibility to work in the United States. (New I9 form details provided in previous Innovation Bulletin email)
Job Description:
Job descriptions outline job duties, responsibilities, and requirements, helping set pay rates, performance metrics, and career development paths.
Leaves and Time Off:
Employers may have legal obligations to provide leave or time off for various reasons under federal and state laws.
Onboarding:
Onboarding is a formalized process of welcoming new employees, introducing them to the organization, and helping them integrate into the team.
Performance Management:
Performance management involves setting consistent performance expectations, goals, and metrics across the organization.
Recordkeeping:
Proper recordkeeping is crucial for complying with legal requirements regarding employee records and their retention.
Safety and Health:
Employers must ensure a safe workplace and comply with relevant safety regulations.
Termination:
Termination involves ending the employment relationship and requires adherence to specific rules and procedures.
Wage and Hour:
Understanding wage and hour compliance is vital to ensure proper pay, including minimum wage, overtime, and employee classification. Different laws may apply at the federal, state, and local levels.
Remember, as you progress in your HR career, continuous learning and staying up-to-date with evolving laws and regulations are essential for success in this dynamic field.
Let's remember that supporting our employees throughout their journey, both in and out of the workplace, is an essential aspect of being an employer of choice.
