If you read our last blog post (Resolve to Make 2017 Your Best Year Yet.) you know why you need to declare New Year’s resolutions for your business and you have a primer for how to go about setting your resolutions. So, have you taken the time to actually go through the process? How did you do? Do you have a clear plan for what you are going to accomplish in 2017? If not, don’t despair. Here is a list of 8 suggestions for small business resolutions taken from a recent blog post on Thrive by ADP (Click here to read the full blog).
8 Small Business Resolutions to Keep in 2017
1. Review Hiring Procedures
Check your job ads, recruiting practices, application forms, interview questions and screening and selection procedures. Do they comply with all applicable laws? Is everyone involved in the hiring process properly trained? Do they know who to go to if they have a question or issue?
2. Create/Update Job Descriptions
Identify the roles, responsibilities and qualifications needed for every position. Each job description should include the reporting structure, if the position is exempt or nonexempt, a job summary with essential functions, including any physical requirements, and the requisite qualifications and skills.
3. Review Job Classifications
Apply the proper federal and state tests, such as the IRS Common Law Test or the Department of Labor Economic Realities Test, to determine whether a worker is an employee or an independent contractor. Likewise, review all employees to ensure that they are either classified as nonexempt (and should receive overtime) or exempt (they meet the job duties and salary basis tests as well as the new minimum salary threshold).
4. Assess the Impact of Overtime Changes
The U.S. Department of Labor released final overtime rules that take effect on December 1, 2016*. The final rules increase the salary threshold for certain exempt employees. Make sure current employees and those onboarded in the future are classified correctly so that those who are due overtime pay do in fact receive it. (*On November 22, 2016, a U.S. District Court temporarily blocked the new overtime rules from going into effect on December 1, 2016. Read the Eye on Washington to learn more.)
5. Create/Update Your Employee Handbook
If you don’t have a handbook, create one. If you already have a handbook, you should update it at least annually. This resource can help you communicate company policies to your employees, set expectations and demonstrate your effort to comply with various laws.
6. Make Sure You Are Complying With the NLRB
The National Labor Relations Board (NLRB) has been scrutinizing employer practices and policies regarding employees’ rights to work together to improve wages and working conditions. Focus on ensuring your policies concerning social media, confidentiality and standards of conduct don’t infringe on employees’ Section 7 rights.
7. Develop/Review Your Performance Plan
A performance management plan can help you communicate goals to employees, assess achievement and reward top performers.
8. Review Record Keeping Practices
Employers must maintain certain records to comply with federal, state and local laws. Some rules require that certain records be stored in separate, confidential files. The following information should not be stored in personnel files:
- Any information reflecting that an employee is a member of a protected group (such as race, gender, ethnicity or veteran’s status)
- Any document that relates to an employee’s medical condition or overall health
2016 is ending. Close the books and learn from the experiences. 2017 is up next and it’s up to you to make it the best year ever. The New Year offers a time for review and the opportunity to improve yourself and your business. Setting goals (resolutions) allows you to develop strong plans for the coming year, keep you focused on what is important, and make your business successful.
It’s a New Year! If your resolution is to increase business, we can help. Contact us today to find out how.