We realize that every business is unique, and we also know that small business leaders are often faced with the same types of issues. On this page, we share a variety of our most popular resources.
With decades of experience in human resources leadership, the HR Answers team is here to help. Browse this page and grab what you need, and always feel free to share with friends!
Please note: The information provided on this page serve only as samples. All company policies, forms and procedures should be reviewed by company leadership, and HR expert or attorney.
How We Can Work Together:
FREE RESOURCES & SAMPLES
Being a new employer can be stressful, especially when you’re hiring your very first employee. Don’t fear!
The team at HR Answers is dedicated to supporting small business leaders as they step into their new role as “employer.” We developed this checklist to guide you and provide “HR best practices” that you can implement as a small employer. These practices will help you get organized and stay compliant. When it’s all said and done, if you need a little support with HR in your small business, be in touch!
Creating or updating an Employee Handbook is an important task for every leader. Whether you’re going to handle it DIY, or you’d like the help of an expert HR Consultant, this list of tips and considerations is going to get your project started on the right foot. Download your copy of this helpful tool today, and contact us when you have questions – or if you’d like us to take this project off of your plate completely!
Interviewing and selecting new employees can be daunting. The most common questions that our team of HR Experts gets from small business leaders is: “What can I ask about, and what should I NOT ask about during an interview?” Our team offers consultation on a wide variety of HR issues and can help you map out your hiring policies and procedures – all with an eye on maintaining compliance with rules and regulations, and building a workplace that your employees love.
Download your copy of our Interview Do’s and Don’ts now:
Sometimes finding the “right” words to share feedback with employees is tough! We’ve got decades of experience doing just that and are here to help! Grab this [FREE] download and take a peek at our 21 Phrases that Your Employees Need to Hear!
Giving feedback to employees is critical. Do it in a way that build self-confidence and accountability.
Grab your copy by simply clicking here!
Showing appreciation should be a year-round activity, not just something we do around the holiday! Looking for some ideas that you can use TODAY to show appreciation for your employees? Need low-cost or no-cost ideas?
Great! You’re in the right place. Together, our team has over 100 years of professional experience in HR and leadership and we’ve put together the only cheat-sheet you’ll ever need.
Download your [FREE] copy by clicking here!
[Company Name] employee files are maintained by the human resources department and are considered confidential.
Managers and supervisors, other than the HR director and his or her subordinates, may only have access to personnel file information on a need-to-know basis.
Any manager or supervisor considering the hire of a former employee or the transfer of a current employee may be granted access to the file, or limited parts of it, in accordance with applicable non-discrimination regulations.
Personnel files are to be reviewed [in the HR department office], even by managers and supervisors. Personnel files may not be taken outside the department, even by managers and supervisors.
Representatives of government or law enforcement agencies, in the course of their normal duties, may be allowed access to file information. This decision will be made at the discretion of the [Title of Company Official] or the HR department in response to the employee’s request, a valid subpoena or a valid court order.
Employee file access by current and former employees will generally be permitted upon request within [insert number of days based on state law requirements] days of the request.
Severe weather is to be expected during certain months of the year. Except in cases of severe storms or disasters, all employees are expected to work our regular hours. Time taken off due to severe weather conditions while the business remains open is to be used as [PTO or is unpaid].
Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.
If extreme weather conditions require closing of the roads or highways in the immediate area surrounding the Company, or the the building is closed, you will be notified by your supervisor.
As a benefit to employees, non-exempt employees will be paid for half of their normally scheduled hours when the business is closed due to severe weather.
We provide comprehensive Employee Handbook development services.
Get the resources you need to successfully plan and navigate your investigation today!
Do you have employees who are required to drive for work? Are they on the road in the winter weather? This Quick Take Tool is for you to share directly with your employees, giving them a leg up and awareness of winter safety on the road.
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