Eight basic requirements for Office

Your business is a success and you cannot keep up with work unless you hire at least two additional employees. You’ve probably been very busy and focused on starting and growing the business. You may not be ready to become your company’s human resource manager. Here are some suggestions that can help you get prepared:

All prospective employees must complete an application form that includes basic information such as name, address, phone number, social security number, citizenship, history of the past, job titles, main responsibilities, salary history, reasons for leaving the previous positions, and education through high school, university, postgraduate work and any special training. The application must contain a paragraph that states that all statements made by the applicant are true and that the application is true

does not constitute a contract between the applicant and the company. Finally, the applicant must sign and date the application.

Each applicant must sign a release form that allows you to contact his or her references and former employers, and the release must state that the applicant will not take legal action regarding information you obtain while checking references. controls. Mail or fax a copy of the release to references or former employers, and they will likely provide you with complete and correct information.

Before hiring new employees, write an employee handbook that includes information about retirement or retirement accounts, insurance benefits, vacation and sick days, vacation schedule, performance ratings and pay increases, office behaviors and dress code, personal use of email, fax or other office equipment, and termination procedures. Place a copy of the manual in a central location and give someone the responsibility to keep it there and update it if necessary.

Your state likely requires you to take out employee insurance for workers who are injured while on the job. Most states have an agency that regulates disability, and in my state it is called the Industrial Commission. Check with your state for requirements and ask for suggestions for an insurance company.

Draw up a procedure for each new employee and the date by which all elements of the procedure must be completed. For the most part, new employees must complete all of the following paperwork the next day:

>> Have employees read and sign a receipt stating that they have read the manual.

>> Each employee must complete the IRS W-4 form used to determine tax deduction.

>> Employees must sign up for all benefit programs and provide all necessary information to participate in insurance, retirement, or retirement plans.

>> Every new employee must sign an agreement that states that all proprietary information remains confidential and that the company owns any inventions or new processes created by the employee while employed by the company.

>> Employees must complete a personal information form with their address and telephone

numbers, names of immediate family, social security number and the name, telephone numbers and address of emergency contacts.

There are also certain posters to be displayed in a central, prominent location:

>> The poster with the minimum wage conditions required by the Fair Labor Standards Act.

>> The poster with the provisions of the law on family and sick leave.

>> The Occupational Safety and Health Administration (OSHA) poster explaining how employees can file a complaint, report an emergency, or seek OSHA advice.

>> The Equal Employment Opportunity Law poster that provides information on laws and procedures for filing complaints about violations of laws with the Office of Federal Contract Compliance Programs (OFCCP).

>> The poster of the Uniformed Services Employment and Reemployment Rights Act strengthening veterans’ labor rights.

This list gives you a start, but it is not intended to be all inclusive. It is highly recommended that you review employment laws with your lawyer. You will also find good advice on the internet and in libraries.

Jo Ann Joy, Esq., MBA, CEO

Copyright 2006 Indigo Business Solutions. All rights reserved
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Source by Jo Ann Joy