Ten Things the Best Employers do Right When It Comes to Payroll and HR
- Created on Fri | 24 May 2013
We’ve compiled our top ten tips from AMCheck clients who have stellar reputations as great employers. They know how to save time and money while avoiding potential pitfalls and attracting the best employees.
- Be professional and consistent in your employee relations. Whether your company is hiring, evaluating, promoting, transferring, disciplining, or discharging an employee, keep everything as professional and consistent as possible. The best employers know that being fair and impartial is a crucial part of employee relations.
- Avoid making exceptions to job-related rules and standards. Unnecessary claims and lawsuits are often the result of a negative surprise or disappointment factor when an employee feels that he or she has been treated unfairly or inconsistently. Stick to your company’s known, job-related rules and standards, follow stated policies as closely as possible, and avoid exceptions whenever possible.
- Document, document, document! A paper trail is your best friend when it’s time to promote, transfer, discipline or fire an employee. If you are taking any of these actions, take the time to make sure it’s being done for a documented cause. Protect your company: Document everything along the way.
- Stay on top of tax deposit and filing deadlines. Don’t get penalized for missing a deadline for depositing your payroll taxes or filing your reports. Keep a detailed calendar with the federal, state, county and municipal tax deposits and tax filing deadlines for the year.
- Keep detailed payroll records. Payroll errors, such as overpayments due to errors in data entry or not applying rules correctly, can cost your company money. You need to maintain payroll records to be able to catch mistakes, keep a history of your employment practices, and to meet the requirements of many different agencies.
- Hire for fit, and train for skills. Employee turnover is expensive. Good employers get it right the first time by hiring people who fit with their company culture – the kind of person who will get along with current employees, share the whatever skills might be lacking. Skills can be learned, but values are engrained. If you hire someone with all the right skills, but who doesn’t fit in, you may well come to regret that decision.
- Get necessary forms signed on the employee’s first day. The sooner employees sign company documents and required forms, the better. An incomplete file on an employee will cause you problems later. Because it only gets harder to obtain the signatures you need after the employee is hired, do it on the employee’s first day. Prepare a stack of documents and have them ready for the employee to sign. You’ll save yourself time and trouble later.
- PUT EVERYTHING IN WRITING. Have specific, written wage agreements with each employee, and get specific written authorization for any wage deductions that are not ordered by a court or required or specifically authorized by a law.
- DISPLAY WAGE POSTERS. The poster displaying federal minimum wage and overtime pay standards must be placed where employees will see it. Make sure yours is located in a prominent place – no matter how small your business.
- GIVE AS MUCH ADVANCE WRITTEN NOTICE AS POSSIBLE OF PAY AND BENEFIT CHANGES. Especially if the changes might be viewed as negative by employees, it’s a good idea to give plenty of advance notice. Negative surprises are never good for employee relations. Employees appreciate being informed well in advance. It will give your company the best chance to maintain good relations, and will save you potential damage to your company’s reputation as a great employer.