The Small Business Self-Starter Handbook

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It typically shows up in the form of retaliation. Retaliation, whether intentional or unintentional, occurs when an employer takes action against an employee for a protected characteristic. Protected characteristics include everything listed in the hiring section plus more, including:.

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Retaliation is commonly claimed in the context of performance reviews. Underperforming employees commonly receive satisfactory performance reviews, until the employer is ready to part with the underperformer. The employee concludes that performance could not have played a role in his or her termination. With performance off the table, what are the other options? The employee and his or her lawyer look to protected characteristics. The employee claims he or she was fired because of race, gender, disability, reporting a hostile work environment, etc.

The list of legally protected characteristics is long. And, it continues to grow. Honest, consistently held performance reviews are the best way to avoid retaliation in performance management. While you need to avoid retaliation in the performance management process, a quality performance management program can be an effective tool for advancing your workforce through improved productivity. Through planning and expectation setting, you educate your employees on your expectations for their performance and growth.

Human Resources & Benefits Starter Kit for Small Business

By clearly stating such expectations, you minimize the possibility of surprises and conflict. A development plan is customized to the individual employee. A development plan goes beyond tangible goals and achievements that may be used for bonuses and satisfactory marks. A development plan focuses on skills development and career planning. A development plan shows the employee that the company has a vested interest in his or her growth.

A plan must be monitored to be effective. Monitoring keeps the employee and the company accountable and ensures that the plan is appropriate to achieve the goals intended. Finally, the plan needs to be reviewed and updated on a consistent basis. Compliance with employment-related laws is necessary for any human resources department. While attention to compliance is required, successful companies creatively supplement requirements with elements that improve employee recruitment and retention.

The Small Business Self-Starter Handbook (Rising Star Series)

This article currently has 8 ratings with an average of 2. QuickBooks Resource Center. Join them. Home Articles Guides Tools Videos. Employee Wages Legal Compliance Wage compliance includes two elements: Classification Payment Classification divides your workforce into three categories independent contractors, non-exempt employees, and exempt employees. Did you issue the worker a company email address?

Does the worker work solely for your company? Is the worker subject to the same policies and procedures as your employees? Does work for your company preclude the worker from obtaining work from another company? Easy, accurate, done. Learn more. Strategic Advantage Proper classification and wage compliance are challenging. But, create policies that focus on employee satisfaction and policies become an opportunity to win the trust and dedication of employees Employee Benefits Legal Compliance The Affordable Care Act ACA, or Obamacare has become the most popular and controversial benefit-related legal compliance issue in the past few years.

Others include: Employee Retirement Income Security Act ERISA — applies to employers of any size that offer retirement or pension plans to employees Consumer Credit Protection Act CCPA — applies to companies of any size Family and Medical Leave Act FMLA — applies to all public employers and private employers with 50 or more employees If you think you may be required to offer benefits under any law, or you offer benefit plans that might be governed by law, consult an expert to ensure compliance.

Strategic Advantage Healthcare and retirement benefits are strictly regulated by law. Such perks, both free and paid, help attract and retain employees Perks at work offers a free platform where employers can improve company culture with over 30, unique discounts for their employers. Small tokens of appreciation towards your employees can build strong rapport, with a small cost to your business: Free stuff: concert and movie tickets, T-shirts, snacks Subsidized subscriptions: meal plans, health club memberships, home, and car maintenance services, dry cleaning Rewards: presidents clubs, employee of the month, sales SPIFFs Office environment: pet-friendly, catered lunches, onsite gym Many companies use performance-related discounts for government-mandated benefits.

Performance Management Legal Compliance Similar to hiring, discrimination is the main legal concern in performance management. Find out how you can get involved as a small business owner. Wages and employment conditions are often one of the first things a potential employee will consider about a job. Information on employer obligations to make superannuation guarantee contributions for eligible employees and choice of super fund, Australian Taxation Office requirements and payment cut-off dates, and the Small Business Superannuation Clearing House.

It is important for contractors and hirers to understand their rights and responsibilities. Home People Hiring Taking on an employee checklist. Taking on an employee checklist Last Updated: 8 November Can you take on an employee? Whether you're starting, running or growing your business, you can take on an employee.

Read more about employing people. What kind of employment are you offering? Depending on the requirements of the job, you might consider taking on: permanent employees, whether full-time or part-time casual employees trainees or apprentices contractors temporary employees through an employment agency or labour hire firm.

Is your worker an employee or a contractor? To make sure you're doing the right thing as an employer, check the following: For wages and entitlements Read the Fair Work Ombudsman's advice on independent contractors. Make sure you know the rules about sham contracting arrangements. Sham contracting is where an employer attempts to portray an employee as an independent contractor.

There are penalties if you don't meet your pay as you go PAYG withholding and superannuation obligations for a worker. Can your employee legally work in Australia? Can legally work Australian citizens, permanent residents and New Zealand citizens are legally allowed to work in Australia. Australian visa holders are also legal workers if their visas allow them to work. Some visas only allow certain kinds of work. They may only be able to work for a certain employer, for a certain number of hours, or for a certain time period.

Can't legally work Some visas don't allow the visa holder to work at all. Foreign nationals who don't have a valid visa aren't allowed to work in Australia. This might include a person whose visa has expired or been cancelled. What are your employee's rights under anti-discrimination laws?

Their Employer Hub has resources to help you: identify job requirements create job advertisements develop job application and selection processes write interview questions undertake medical assessments. Remember that anti-discrimination laws apply to both employees and contractors. What are your record keeping requirements? Penalties may apply for failing to meet your record keeping and pay slip obligations.

Employment records and payslips Keep all employee records for seven years Fair Work Act Tax purposes All employee and contractor records must be kept for five years. Are you paying the correct wages and entitlements? The minimum conditions An employee's minimum wages, including penalty rates and overtime, will come from the award or registered agreement that covers their employment. An award will automatically apply to an employee if: it covers the business they are working for and the work they are doing, and there is no registered agreement that covers the business.

You can't use or include any conditions in an employment contract, enterprise agreement or other registered agreement that: provide a pay rate that is lower than the rate in the relevant award are less than the national minimum wage or the NES exclude the NES altogether. If you fail to meet the NES in any way, you may face penalties.

What tax do you need to deduct from your employee's pay? You'll need to withhold tax if any of the following apply: you have employees you have other workers, such as contractors, and you enter into voluntary agreements to withhold amounts from your payments to them you make payments to businesses that don't quote their Australian Business Number ABN. Penalties may apply if you don't meet your withholding or reporting obligations. What are your superannuation obligations? Super is money you pay for your workers to provide for their retirement. As an employer, you must: offer eligible employees a choice of super fund.

Temporary residents are not eligible for choice of fund. However, many benefits or perks fall outside the scope of federal and state laws. Such perks, both free and paid, help attract and retain employees. Perks at work offers a free platform where employers can improve company culture with over 30, unique discounts for their employers.

At the local level, explore business partnerships with local restaurants, health clubs, apartment complexes, and other amenities. Local businesses are often willing to offer special discounts for your employees, at no cost to you, because increased business volume justifies the discount. Consider low-cost perks for employees. Small tokens of appreciation towards your employees can build strong rapport, with a small cost to your business:.

Many companies use performance-related discounts for government-mandated benefits. Wellness plans grant employees discounts on their health insurance premiums for meeting certain health goals or participating in health-related activities. Examples include:. Similar to hiring, discrimination is the main legal concern in performance management.

The Small Business Self-Starter Handbook

It typically shows up in the form of retaliation. Retaliation, whether intentional or unintentional, occurs when an employer takes action against an employee for a protected characteristic. Protected characteristics include everything listed in the hiring section plus more, including:. Retaliation is commonly claimed in the context of performance reviews. Underperforming employees commonly receive satisfactory performance reviews, until the employer is ready to part with the underperformer.

The employee concludes that performance could not have played a role in his or her termination. With performance off the table, what are the other options? The employee and his or her lawyer look to protected characteristics. The employee claims he or she was fired because of race, gender, disability, reporting a hostile work environment, etc.

The list of legally protected characteristics is long. And, it continues to grow. Honest, consistently held performance reviews are the best way to avoid retaliation in performance management. While you need to avoid retaliation in the performance management process, a quality performance management program can be an effective tool for advancing your workforce through improved productivity. Through planning and expectation setting, you educate your employees on your expectations for their performance and growth.

By clearly stating such expectations, you minimize the possibility of surprises and conflict. A development plan is customized to the individual employee. A development plan goes beyond tangible goals and achievements that may be used for bonuses and satisfactory marks.

EMPLOYEE HANDBOOK - Taking Time With Your Employees

A development plan focuses on skills development and career planning. A development plan shows the employee that the company has a vested interest in his or her growth. A plan must be monitored to be effective. Monitoring keeps the employee and the company accountable and ensures that the plan is appropriate to achieve the goals intended.


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Finally, the plan needs to be reviewed and updated on a consistent basis. Compliance with employment-related laws is necessary for any human resources department. While attention to compliance is required, successful companies creatively supplement requirements with elements that improve employee recruitment and retention. This article currently has 8 ratings with an average of 2.

QuickBooks Resource Center. Join them.

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Home Articles Guides Tools Videos. Employee Wages Legal Compliance Wage compliance includes two elements: Classification Payment Classification divides your workforce into three categories independent contractors, non-exempt employees, and exempt employees. Did you issue the worker a company email address? Does the worker work solely for your company?