Jackrabbit Tips & Tricks

HR Tasks that Require Management

The majority of U.S. companies are considered to be small to medium businesses. But small doesn’t mean that they can afford to ignore the functions associated with managing human resources. There are laws and regulations that must be complied with at various stages of headcount size. However, once an organization expands from the first to the second employee, the situation starts to get exponentially more complex. Whether a company is newly formed or seeking to expand its workforce, there is a foundation that should be formed for equitably and effectively managing human resources.

In that foundation, consider the following:

  • Legal Compliance
  • Administration
  • Cultural Formation
  • Minimizing Liabilities/Exposures

Legal Compliance
What MUST you do to be in legal compliance with respect to your human resources? The answer to this varies by state and by headcount. Rather small organizations have fewer concerns when it comes to compliance related measures but size does not exempt ignorance so you will want to research the basic requirements.

Several sites that provide that guidance include:


As for administration, you’ve heard about the importance of documentation. At an even more basic level, make certain that you create an organized filing system to retain hard copies of necessary documents for each employee. Ideally, each employee will have two personnel files; one for new hire documents and subsequent performance related materials and a second for any medically pertinent information (insurance enrollment forms, doctor’s notes). Additionally, you will want to create a separate binder or folder to contain I-9 forms for both current and past employees. Efforts at creating the appropriate organization and administration elements will relieve stress and anxiety as well as serve to limit liability.

Cultural Formation
Most of your culture is actually established and shaped through human resource related policies and actions. From the moment you first hang the required state and federal labor law posters to when you feel compelled to draft your initial employee handbook, you are communicating your intentions and expectations to your employees. How you draft these documents and implement them can either have your employees feeling micromanaged or empowered. The manner in which you communicate information to your employees sets a tone that should be supported by every personal interaction you have with employees. You have the opportunity with every written and personal communication to reinforce the type of culture desired.

Minimizing Liabilities/Exposures
Minimizing your company’s liability is actually accomplished through a multitude of efforts that include compliance, communication, documentation and common sense. Knowing what is required of your organization at its present size is the initial step to limit exposure to not only basic complaints but more complicated liability issues.

From there, give consideration to how you communicate with your employees and be aware that every verbal and written interaction can either increase or decrease your liability where employee relations are concerned. Whether you need to take notes on a napkin or eloquently document an incident or conversation electronically, make every attempt to capture details and pertinent information.

Lastly, never discount the notion of common sense in your decision-making, communications and employee relations. It is often your most valuable tool.

Share This Post!

Share This Post!

Schedule a Call or Demo

See Jackrabbit PayTM in Action

Fast and easy online scheduling

Choose one of the options below to be directed
to our online scheduler to select a day and time.

Just need some questions answered?
Contact us at any time.