The Idiots Guide to Human Resources for Dummies

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The Idiots Guide to Human Resources for Dummies

• How to keep out of court and stay in the comedy
  business

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Hiring and Firing

• Interview, hiring, and firing all need proper
  documentation
• These slides will talk about what should be done
  in each instance
• Although CSz is a differnet kind of company than
  Acme Widgets, there are certain guidelines to
  consider
• Well also discuss things like handbooks and
  other fun documents

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Vocabulary

• Human Resources - the group that wont allow
  anyone to have fun in a company
• I-9 Forms - forms used to prove someone has the
  right to work in this country
• W-4 - forms you complete so the government can
  take your money
• Applications - forms used by candidates to give
  you a highly fictionalized account of their lives

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Hiring

• When interviewing, keep all questions to the job
  qualifications. Asking a candidate what kind of
  name is xxxxx is right out. Dont ask questions
  about their race, religion, marital status,
  sexual preferences, or age.
• Asking when a person graduated from High School
  can determine age, as can the question how old
  are you?
• Is this an okay question to ask? I see youre
  married. What do you intend to do with your kids
  while at a show or workshop?

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More Hiring Guidelines

• Be specific when telling candidates about the
  position
• If they are expected to be available every
  weekend and for remotes, tell them, along with
  the call times. Its up to them to determine if
  they can meet that kind of schedule.
• For example, if they say they dont have a car,
  and you tell them they must be there at certain
  times, its up to them to get there. You must
  have this as a requirement, though.

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Even More Hiring Guidelines

• If the candidate gives you a resume, DO NOT WRITE
  NOTES ON IT! This can be subpoenaed. Keep notes
  in a file that only you have access to, and make
  sure it is not in something like your computer
  files.
• If you do write notes, keep them concise and
  professional. Doesnt sweat much for a fat
  person is not a good idea to keep as a note
• Most important, before you interview anyone, have
  something in writing on the specifics of the job

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Hire Documentation

• I-9 Form
• W-4
• Application if you use one
• The I-9 requires that the new employee bring in
  their social security card and drivers license,
  or a passport. If you have employees and dont
  have an I-9 on everyone, you risk huge fines!

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Youre Fired!

• When terminating someone, make sure you do it in
  a professional manner and keep to the facts
• If you have a process of putting people on a
  performance Plan before firing, make sure
  everyone is put through the same process
• Being terminated is never fun. Keep that in mind
  when making the decsion to fire someone.
• The termination can be just as hard on you, so
  keep that in mind also.

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Document Everything!!!

• If there is an employee problem, keep accurate
  notes on everything that is discussed. Do not
  make any personal comments, no matter how mad you
  may be at that employee.
• Should you need to terminate, you should have
  documentation on why and when.

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Employee Handbooks

• If you have specific policies on vacations, time
  off, promotions, etc., its best to have some
  kind of a handbook that easily spells it out for
  all employees.
• If you do not have anything specific, dont go
  through the handbook process.
• If you do have a handbook, make sure it can be
  changed easily, and have a disclaimer!

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NDAs, Non-Competes, and other stuff

• When looking at Non-Disclosure Agreements (NDA),
  Non-Compete, or solicitation documents, its best
  to check with the laws of your state.
• Texas is a right to work state, which means a
  non-compete is impossible to defend. BUT, they
  can be written to make sure that employee doesnt
  steal clients
• For example, if someone leaves to join IO, you
  can make sure they dont take your client list
  with them.

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Solicitationsnot a way to say hello

• Very touchy. These have been held up in court,
  but are expensive to pursue. Generally, you want
  to have a time frame, usually 2 years.
• It says that for 2 years after leaving, they
  cannot solicit your employees, directly or
  indirectly, to come work at their new company.
• Many times, a cease and desist letter will do the
  trick, if not, you have to decide if you can
  afford the legal battle.
• Make sure you have directly or indirectly in the
  language.

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Where to Get More Information

• www.hr-guide.com
• www.workforce.com
• www.shrm.org (membership required)
• Call me at 214-542-6548