BOOTSTRAP HR The University of Colorado Leeds School of Business MBAX 6860 Cinda Daggett

Company History 19 years Assist small to medium size companies Employment Assessment / Legal Compliance Employee Handbooks Compensation / Performance Management Plan

Checklist To Successful Bootstrap HR Be flexible in beginning, add structure gradually with employee involvement Do performance reviews Provide a good benefit plan, not a GREAT benefit plan Check out salaries before making an offer Keep stock option amounts consistent Don’t ignore legal requirement, but don’t get too hung up

Checklist To Successful Bootstrap HR (continued) Check references on everyone you hire Be consistent in your treatment of your employees Hire for the future, not for today

Common Pitfalls to Avoid Don’t try to put a handbook together that you used previously Be aware of exempt and non-exempt status Make sure I-9’s are complete Independent contractor vs. employee status Select a broker for service, not price Don’t forget to check references, also background checks Don’t try to please everyone Ask employees to contribute to benefit plans, do not “give away the farm”

Applicants / Resume Do I need them? How long do I need to retain? How best to track them? Do I need to send a notice upon receipt? What if it is unsolicited?

I-9 Compliance / Audit Location of I-9’s Documentation Signature Requirements Audit Triggers What I-9 Officers look for Fines Social Security

Policies I Should Have Anti-Harassment EEO Policy Statement Investigation Procedure Consequences Reporting Ignoring EEO Policy Statement American’s With Disabilities Act (ADA)

Employee Handbooks Disclaimers Receipt or acknowledgement Contractual Language Guidelines vs. Policy What policies should be included (not inclusive) Benefits Safety / Violence Leaves of Absence Internet Policy Drug Policy PTO / Vacation Personal Time Travel Policy Attendance / Tardiness Confidentiality Harassment How to handle conflicts Violence in the workplace

What Should Not Be In Handbooks Downside Of Handbooks Disciplinary Policy – unless enforceable Downside Of Handbooks Piece together content Constraints Poorly written or communicated

Paid Time Off (PTO) Vs. Sick and/or Vacation Difference What about pay outs? Stop abuse or create more Industry dependent Documentation

New Wage and Hour Laws Effective – August 23, 2004 Wage limit - $425 / wk = $23,360 / yr Exempt vs. non-exempt Executive Professional Creative

Compensatory Time (Comp Time) Wage and hour definition Practical application

Key Legal Points To Be Aware Of Use an employment application (allows for reference checks) Everyone must complete an I-9 form Don’t write reference letters for employees who leave If you want to conduct background checks, make sure you have a bona fide reason to do so If someone has conducted themselves in an illegal manner, you must give that information to the next employer, if asked Don’t “make shift” a handbook

Key Legal Points To Be Aware Of (continued) Hang up employment posters Post pay periods If reduction in force, have a plan in place

Personnel Files Resume Personnel Change Notice Performance Reviews Should Contain Resume Personnel Change Notice Performance Reviews Non-Disclosure / Non-Compete Stock Options W-4 Garnishments

Personnel Files Doctor Certifications I-9’s Enrollment Information Should Not Contain Doctor Certifications I-9’s Enrollment Information

How To Create An Amazing and Productive Culture Consistent treatment Don’t “sweat the small stuff” Policies are also guidelines in some cases Reward quickly and publicly Discipline quickly, but privately Don’t discuss employees with other employees unless they are managers Allow flexible work hours, but establish up front Laugh at yourself

Questions?