See responses below
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/18884/how-should-i-handle-it-when-hr-is-just-one-of-my-other-duties-as-assigned "
Related Articles...
- When employee says leaving was a mistake, would it be a mistake to rehire him?
- Banning smokers
- How should a career-changer go about breaking into HR?
- What can I do about an employee who often cries 'racism'?
- How can I get executives to start thinking strategically about some of the personnel moves they're making?
{ 5 comments… read them below or add one }
I think what people sometimes don’t understand is that in these situations, the company often doesn’t have an attorney, because the company has never chosen one, because they haven’t needed one. And explaining to some of these (stubborn) business owners the potential cost of doing things wrong versus the benefit to the company just makes them go on the defensive about how much they are friends with their employees, and friends would never do that. Or, that’s ok, because they have talked to their employees, and the employees are happy with things the way they are.
I was in one of these situations, and was the bookeeper/administration/hr/benefits/whatever else the owners felt like throwing my way. We had around 15 employees. It took me months to convince them that my office door needed a lock on it since there were employee files and payroll and other confidential stuff inside. Once they were finally convinced, it took $5 and 10 minutes to fix that problem.
The trouble is, sometimes it is not possible to convince the owners that something needs to be done or changed. My advice is to keep trying, and keep pushing, and if it gets to the point where you feel you could be personally liable or something crosses your moral guidelines, it is time to move on. That’s what I did, and I couldn’t be happier.
I would try to get help explaining this from your attorney, who probably has a good idea just how expensive the risk of a lawsuit could be.
Hi Chris: Explain the end results as a cost item to the company, the explain it as a benefit to the company. This is how you sell to a company.
Good Luck
Vickey
I’m in the same boat, Chris. I would love to know the answer, too.
I have the same situation, when I asked to order the HR Specialist Employment Law Newsletter, he said that it was more for a larger company, but to order it if I felt it would help. We are a small company with three offices and HR is becoming a bigger part of my job now that it was previously. Small business owners don’t believe the laws apply to them because they are small and no one is going to audit them, but I too can not seem to get them to understand that these are real issue for any company not just the bigger ones. Any advice or examples of other small business that did have issues would be appreciated.