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Why settle for last year’s second best when you can work with this year’s World Champions? Trick question. This year’s World Champion in the Web Awards competition, with a record 29 awards, is Risdall Marketing Group, last year’s runner up. All modesty aside, our world-beating Website creative and development capabilities can work just as effectively for you and your Web project, big or small. So can our social media expertise – it is world class and overshadows all others’ in the area. The same goes for our search engine optimization team – it sets the standard for results. Over the past four years, we’ve won more Web Marketing Awards and Webbies than all other Web vendors in Minnesota, combined. Following this trend, you can expect even more wins from Risdall next year. Want to be one of next year’s winners? Call Ted Risdall at 651-286-6701. www.risdall.com
HIRING PEOPLE Top 10 tips for hiring staff WATCH FOR HIDDEN 1 COSTS Hire carefully. Remember that there can be substantial “hidden” costs in adding employees. It’s not just salary, but payroll tax, workers compensation, unemployment comp, and the biggie: health insurance. Small businesses can see their health insurance costs for employees vary greatly depending on age, family size, preexisting health conditions, and any major illnesses employees suffer. If you need extra help but aren’t sure there’s enough work to justify hiring additional permanent staff and paying more for benefits, consider using a temporary help agency. This will put a limit on your commitment to additional personnel. Also, if the need for the extra staff proves to be permanent, you’ve already tried out the temp. True, you’ll likely need to buy them out from the temp agency, but you’ve found a person you like and you’ve eliminated the costs of recruitment and interviewing. GEAR BENEFITS TO 2 EMPLOYEES One of the major reasons employees may choose to continue working after age 65 is to receive medical and other benefits. Conversely, a younger population probably has far different goals and motivators. As companies find creative ways to keep all populations engaged in the workforce, they need to ensure that the benefits available fit the needs of the entire workforce, young and old alike. Many companies use a benefits broker to review benefit plans. Let your broker know the demographics of your workforce so that they can find benefits packages that will attract and retain all workers. Although a Health Savings Account (HSA) may appeal to younger workers, for example, it is unlikely to hold the same attraction for older workers. Make other options available. HANDBOOK A MUST 3 Every company with more than a handful of employees should have an employee handbook. It’s a good place to put all of your policies and it lets people know the basic ground rules you’re working under. The handbook should cover the basics, listing all benefits offered, such as health insurance, 401k, tuition reimbursement and health savings accounts, and a brief description of each. It should outline all policies including vacation, time off, paid holidays, premium pay for certain shifts, travel reimbursement, dress code and Internet usage. Every employee should receive a copy of the handbook. Have employees sign a receipt acknowledging they received it and that they agree to it and that it is their responsibility to read it. Any time there is a problem or a lawsuit the questions that will come up are: “What’s your policy? Where does it say that? And how was that communicated?” OVERTIME AND 4 CLASSIFICATION Many small employers get in trouble when they classify employees improperly, such as calling them independent contractors when they’re actually employees, or calling them salaried employees exempt from overtime pay and other rules when they’re really not. Consult with a knowledgeable attorney to get this right, because fines can be steep for those who get it wrong. NO HARASSMENT 5 All employee handbooks should include an anti-harassment and anti-discrimination policy including information on what to do if there is an incident and who should be notified. Some small-business owners ignore this important area, because they think they’re “all like family.” But a lackadaisical attitude will hurt you in a lawsuit. Training is another way to avoid problems. Anti-discrimination and antiharassment training can raise awareness among employees about what is appropriate workplace behavior and what is not. It also shows that the employer is making a serious attempt to address these issues and it can be cost-effective. UPSIZE | 22 | ONLINE NOV08
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