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

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

3. 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

4. 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

5. 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”

6. 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?

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

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

9. 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

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

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

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

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

14. 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

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

16. 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

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

18. 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

19. Questions?