3 New Employee No-Nos
Posted on: 5 August 2018Share
Any company, as it grows, will require the addition of new people. They will help fulfill orders, research clients or competitors and do other activities to grow the business you've started. If you're new to the job of "boss," this can mean big changes not only for your company but also for you personally. How might you avoid some of these employment no-nos?
1. Using the Wrong Kind of Worker
You might already have a friend periodically coming in to stack boxes and another person who does your books every few months. These would be considered independent contractors because you aren't telling them to be in the office at a certain hour or giving them specific task duties to complete. Independent contractors can be appropriate when you don't need regular help throughout the day, but if you must fully staff your office or business with people who will be in at set times and do specific jobs, you'll need employees.
Why does it matter what you'll call them? Employees are likely to require you to consider health insurance plans, and you'll absolutely be responsible for disability and unemployment insurance. Independent contractors won't need any of those things. When filing taxes, there are differences too.
If you use independent contractors, you might find that your business growth is stifled since it's often impossible to get them to commit to only your business on the hours and days you say. While independent contractors can be essential for certain projects, you may find you enjoy the dependability and consistency of an employee workforce. An employment attorney could suggest which is best.
2. Asking Illegal Questions
Interviews provide what is often one of the only chances you've got to really evaluate someone for a position. Your curiosity may be considerable; after all, you'll be around an employee every day, and they will be working on something that means a lot to you personally, and to the others you'll hire. You might have tons of legitimate questions, but know some could be illegal. That list probably includes inquiries you think are okay. For example, even though actual criminal convictions are fine to ask about, asking about arrests is not. To be sure, ask employment lawyers to look through your questions.
3. Not Having Manuals
New workers may show up and behave certain ways because they don't understand the consequences or even know them. Instead of laying down the law multiple times in different ways and being inconsistent about vacation time or disciplinary actions, it's wise to craft one manual for the entire business. Not only will employees better understand your standards and wishes, but your own behavior will remain constant and fair. Let employment lawyers guide your language and directives here; their expertise in creating the document can prevent all kinds of later employment troubles.
Your lawyers will dissuade you from errors like these and lead you toward sensible, lawful supervision of your business. Ask them to overlook employee-related issues, so the business, employees, customers, and you are protected.