Below is a list of 4 common misunderstandings, and clarification, for small business employers who believe they don’t need professional HR guidance.
It is not unusual to hear these comments and misunderstandings. There are more than just the 4 listed here but, I thought I would start and clarify with a few simple thoughts. If you have further questions or comments please send me a message or post a comment. I look forward to helping you and your business with whatever HR needs your business may have.
1. I don’t have 50 employees so the labor laws don’t apply to us.
No matter what size your business is there are labor laws that may affect you, your business and your employees. Every business needs someone who is trained in HR and up to date on California labor and CAL/OSHA safety laws. Small Business HR Services knows the best approach to train your supervisors and labor regulations that apply to your business. Our knowledge of business and the state labor and safety regulations will help to minimize your risk of lawsuits, and fines and penalties from complaints to the Labor Commissioner.
2. I have great relationships with my employees so I have nothing to worry about.
Did you know there is a statute of limitations for some regulations that allow a former employee up to 3 years to take action against you? The future is always uncertain and Small Business HR Services can provide more than good relationships. Our quality professional services cover your company’s best interest while protecting you and the employees under regulations and laws for long-term value alignment and compliance.
3. I have an employment attorney so I’m good.
Having an employment attorney can be wise, though we know how best to apply the labor laws to your business so you can avoid getting to the point of needing legal services.
4. We have it covered because my office manager has hired employees in the past.
Because someone has done a task in the past doesn’t make them an expert or even knowledgeable in the requirements. I have a client who was depending on a bookkeeper to take care of her HR needs because this employee had done it in the past. The problem is this individual was uninformed of the labor laws and is not an HR professional. Fortunately, this client engaged us and we helped her avoid a wage and hour lawsuit but getting policies and pay scales corrected in time.