Human Resources and Your Cleaning Business
It is essential to understand the basics of Human Resources, whether you are hiring an HR manager for your small business or handling the responsibilities on your own. This will help you run it efficiently. This field of expertise covers a wide range of tasks and positions. This article will provide you with the basic information on Human Resources so that your business can begin to incorporate these elements.
It is important to integrate these HR policies into your system of work, even if you don’t have a big business yet. This will ensure that you have a solid base to build on when you expand your business. Human Resources policies that are consistent and legal will protect both your business and employees. Human Resources works to ensure that everything is organized and equal. This is important once you begin hiring more employees.
The person in charge of your Human Resources department must understand what they do to be able to give accurate answers and ensure they follow regulations and policies. Your HR manager will be contacted by employees with legal questions and business concerns as your company grows. The HR department is responsible for more than just this part of the job. Take a look below at the other responsibilities of this department.
Hiring new employees
Recruitment of new employees is part of the Human Resources job description. Hiring hard-working and dedicated employees is crucial to the success of your business. You should hire an HR manager who is able to recognize the qualities of a good employee and those to avoid. Hiring the right employees can make or break your business. They will represent you in the homes and workplaces of customers.
You can help your HR managers get started by giving them policies and procedures on how you want the hiring process to work. Train your managers on the qualities you are looking for in potential employees. You can still influence the hiring of employees even if you’re not present during the entire process.
Trustworthiness is important in the cleaning industry because you’ll be sending employees into peoples’ homes. Your customers may not contact you for additional services if they don’t trust your employees. While you cannot control the feelings of each customer, you can make sure that you trust your employees in your home. Your HR managers should conduct thorough background checks and ask past employers for references on all candidates. This is a standard part of any hiring process. Your employees won’t find it unusual.
Employee Development
After the hiring process, your HR manager’s work with employees is not over. The HR manager will be responsible for helping the employee improve their performance. This can be done by designing training programs to solve any problems that arise, as well as maintaining a performance evaluation process. These programs should include employee feedback, evaluation, and benefits. Feedback is essential to improving your training and progression programs so they can be improved with each new employee.
Your HR manager will create and maintain an employee file where you can store all the information about each employee. Resumes, applications, and payroll information are all included. Also, any legal documents or forms that may be required. They should be kept in a safe place, as some information is confidential. Also, they should be well organized so they can be accessed quickly if an urgent matter arises.
Remember that your HR manager will also need a separate medical file for each employee. This should not be included in the employee file. Under the medical file should be all information about an employee’s medical or health issues, such as insurance applications, doctor notes, disability information, and more. The owner should have access only to these files.
Want to learn more? Why not start your own cleaning business with a course online?
Wage and Payroll Laws
Make sure that your HR manager is familiar with the laws of federal and state governments regarding employee wages. This will ensure you follow the law at all times. These laws cover wages, overtime, and number of hours worked. The U.S. Department of Labor website has the laws applicable to your state.
If you don’t have the time to do it correctly, it is best to hire a professional. Payroll is not usually the main focus of Human Resources, so many businesses choose to hire someone to handle it. Both areas overlap, so your HR manager must work with the department that you outsource. These two departments share employee files and confidential data. Some overlaps include hiring processes, bonuses, deductions of benefits, and terminations.
Worker’s Compensation Insurance
Workers’ compensation insurance protects employees from legal liability. The insurance covers the medical costs as well as wage replacement if an employee is injured or becomes ill on the job. This system will require a lot more paperwork but is well worth it because there is always the risk that an employee could be injured at work. Each state has its regulations and laws, as state laws govern WCI. To determine what to do, check the laws and regulations in your state. You can put in your employee manual the benefits that employees receive.
How to Develop an Employee Handbook
A good employee handbook will cover a lot of information, which employees should be familiar with and sign before they start working for your company. This employee handbook outlines what’s expected of each employee and how the employer will handle issues. It also provides additional information about your business. Preparing this information in advance for employees to use can prevent confusion and set the foundation for the way the company will run. The HR manager doesn’t have to make any decisions because the employee handbook will provide them with the necessary guidelines.
You can find a few topics to cover in an employee manual on the website of the Society for Human Resource Management.
- Equal opportunity and anti-discrimination policies. All employers must adhere to similar opportunity employment laws which prohibit discrimination, harassment, and bullying within the workplace. This includes the Americans with Disabilities Act. You should have a section in your handbook that explains what these laws are so that employees know how to comply.
- Standards for Conduct: You should explain to your employees what you expect of them in terms of how they behave with each other or customers. Your employees will work in your customers’ homes or offices, so they must adhere to your standards of conduct. This includes the way they dress and behave while on the job.
- Employee Benefits: Let employees know about any benefit programs that you’re implementing at your company, along with the eligibility requirements. It would help if you did not forget to include the legal requirements, but you can also add optional benefits like wellness and health programs.
- Leave-of-absence policies and paid time off: Describe the procedures you have for different absences, including maternity leave.
- Safety & Security: Make sure your employees are aware of your company’s safety and security policies and the laws that they must follow. The Occupational Safety and Health Administration requires employees to report any injuries, accidents, or safety hazards at their workplace. Encourage your employees to discuss safety issues and other relevant topics. In this section, you can share information about Worker’s Compensation Insurance. This will help employees if they are injured on the job.
- Compensation: Explain to your employees the payroll process, especially how deductions for federal and state tax will work. Examine the legal obligations regarding overtime pay, bonuses, and other aspects of the employee’s compensation.
- Scheduling Your employees will be interested in how your scheduling system works. It would help if you had thought about this before you started your business. When you run a cleaning company, it can be not easy to schedule appointments with regular clients. You should design a system to keep track of the schedule and inform your employees how it will work so that they know what to expect.