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In Part I of “fresh start”, I wrote about creating a human resources department and special tips for hiring large payroll service. Now, let’s look at some other vital components of a newly created Department of Human Resources.

The Policy Manual: There’s a certain amount of disagreement in the world of human resources surrounding the issuance of the policy manuals. Some say that even the mere existence of one open a business responsibility of employment law, such references could not be unintentional that could be perceived as employment contracts. Employees also could include policies in the manual that are not applied consistently which can create problems if they are forced to end.

If you do establish a policy manual, this is not the area Penny to be silly. You must have a lawyer approved by the manual will be updated annually, according to government regulations on the rights of employees are not continually (ie, Fair Labor Standards Act, Family Medical Leave Act and the ADA HIPAA). Find a support organization to Human Resources, preferably one that is within their local neighborhood. Of course there are national human resource organizations such as SHRM is perfectly good and solid value in the information, and can even offer you a policy handbook template.

All employees must sign an acknowledgment form indicating that you have read and understand the policy manual. The contents of the policy manual should applied consistently and fairly by you, the Director of Human Resources and all other supervisory functions.

COBRA: If your company has 20 employees or more, is subject to COBRA regulations. It is very cost effective to outsource this piece so that you do not go chasing his tail to keep up with compliance. Even if you do outsource COBRA administration still benefit you to have a working knowledge of what the employer’s responsibilities are.

Company-sponsored benefits: health, dental, life insurance, Flexible Spending Account (FSA), Account Health Savings (HSA) / Account Health Reimbursement (HRA) and sight are good examples of a package of benefits that attract talented employees. Finding a good broker is crucial benefits – there are plenty of them bites nail to get your business. And the best part? The agent is paid by the insurance company making it an obvious choice for you to use this service. A good agent will show the tax advantages of having a plan of Section 125/Cafeteria (before taxes) for their benefits. It also guides you through the entire process from selecting plans to support employees post registration issues.

Exempt non-exempt? That is the question. The Fair Labor Standards Act has a narrow definitions of Non-exempt employees. You should familiarize yourself with the “duties” tests if you are thinking classify someone as exempt. Just because someone has given a title management may not necessarily qualify for exemption under the law. If you are unsure, it is best to treat employees every hour until you can consult human resources professional or an attorney. This is an area that many entrepreneurs get into trouble with the Labor Department so that employers should take heed.

Now you are armed with some tools to their arsenal of human resources, the rest is easy. Just sit back, take a deep breath, and preserve for the journey. Human resources can be rewarding, but difficult at the same time. The trick is to support the workers while at the same time protecting of your business.

You are in the thick of it all — enjoy!

Ann Wolf is the Human Resources Manager for PRISM Title & Closing Services, Ltd. in Fort Wright, Kentucky. She manages all aspects of human resources for the company including recruiting, benefit administration, payroll, policies and procedures and quality assurance. Ann has ten years in legal, administrative and HR experience including excellence in client relations, organizational and computer technology skills with a high aptitude for time management and achieving results.

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