Questions on being a good employer

[Stuckinthebush]

I have a small consulting company that has been in business for about seven years. I have always been able to use contract help for jobs when I needed the help.

Due to a large contract that I am receiving from a client, I will need to hire at least one, perhaps two, employees. This is new ground for me, and so I am a little bit nervous about the whole "boss" thing.

My question is, what makes a good and responsible employer?

I will provide health insurance to the best of my ability, and I will look into some sort of retirement thingie, but beyond that, what else is required?

For instance, the common deal for salaried employees in the US is to have 1 sick day per month and two weeks vacation. Personally, I take sick days as I need them, and I am sure that I take more than two weeks vacation each year. But then again, I own the business. Is the two week/1 day per month sick day thing too little? It seems to me that a good employee will get the job done regardless of the number of hours required to sit behind a desk. So, should sick days be given on an as needed basis, and if there is an issue of using way too many, then have a discussion with the employee? Should I give three or four weeks of vacation? Should I give the option of working 7 to 3, 8 to 4, or 9 to 5? Are there other issues to think about?

Thanks in advance for advice on this.

[ccinamon]

1. as an employee

Never owned a company and had to worry about employees, but as someone who has spent over 20 years working hard for others,
I would like more than 12 sick days per year -- some years you need more than that. and a minimum of 3 weeks vacation to start is a really nice idea.

2 weeks is just not enough time to destress and recharge.

Just a workers bee opinion.

[Stuckinthebush]

2. Thanks...

On the sick day thing, how many would you say is enough? Or, is sickness something that can't be predicted, so should it be given on an as needed basis?

[GumboYaYa]

44. We use the trust policy in our office.

We start with the assumption that our employees are trustworthy and will not abuse the policy. They can take as much vacation or sick time as they need so long as their work is covered and they are getting their projects completed in a timely manner with good work product. If someone violates that trust they are gone.

The result is a bunch of (what I believe from all indications) really happy employees who work diligently at their jobs becasue they are trusted and don't want to violate that trust.

[FlaGranny]

80. I would prefer a certain amount of days

called "paid time off" (PTO). This is usually around 25-30 days or so for the first year and includes all holidays, vacation, and sick days. These are days you can use any way you like and I think it is fair to the employee and the employer. If the employee doesn't use all the days, then they can either be paid a bonus or you could allow some days to be carried over to the next year (or not - some people can accumulate a lot of days that way).

[FlaGranny]

I would prefer a certain amount of days

called "paid time off" (PTO). This is usually around 25-30 days or so for the first year and includes all holidays, vacation, and sick days. These are days you can use any way you like and I think it is fair to the employee and the employer. If the employee doesn't use all the days, then they can either be paid a bonus or you could allow some days to be carried over to the next year (or not - some people can accumulate a lot of days that way).

[goddess40]

46. it depends on what the business can afford

I hate to see the owner with a beautiful home and a second home on a lake somewhere and his employees can't afford to rent a dump.

I'm glad you're asking questions, you must be one of the good guys.

[CBGLuthier]

3. Don't forget about Worker's Comp

Even if they work at home, you still will most likely have to pay for that. And that can be a big expense for a small company.

FlexTime would be a good thing to offer.

Two weeks is a good package for the first year. Consider bumping it up to reward a good employee who stays with you.

Work up a holiday schedule too. I was always fond of the system that allows for an employee to schedule at least one floating holiday of their own choice.

Also bear in mind that one of the most important things is to hire a good person. That can be one of the most difficult things to do. I would also suggest you have an outright probationary period of at least 3 months. You need to be able to easily terminate anyone who just plain does not work out.

Good luck.

[Stuckinthebush]

8. Holidays!

Lord, I forgot about holidays!

Thanks - I like the floating holiday idea.

[radwriter0555]

4. For now, stick with the tried and true, like the standard, the 2 week,

1 day per month thing is fine. Offer the health insurance, and offer the potential of profit sharing and a retirement matching donation scenario if the employee proves to truly be an asset after a year.

Make sure you have a 90 day probationary period by which you can terminate the employee, no questions asked if you find he/she is not compatible. You MUST have the 'out' to protect yourself legally. You can still provide the health care, it takes 30 days to kick in, that is so important, but give yourself the leeway to terminate if things don't mesh.

Offer the opportunity where longetivity, each year, adds on a week's vacation, but with a cap of course!

Offer personal days, for say, 4th of July, xmas, New years, the standard holidays.

Consider rolling over or cashing out unused sick or vacation time, but put a cap on it, so they're forced to use it within a period of time so you don't get hit with a HUGE amount of either cash out or time off.

Offer, possibly, personal loans against accrued vacation time, using the vacation time as collateral.

Offer reviews and percentages raises annually. Establish the hire date to do a review and DO IT. Don't delay. A happy employee is one that doesn't have to go begging to the boss for a raise, but who has the date on hand with which to review and merit a raise.

Flex time is FANTASTIC. I used to work what we called a 9/80. We had alternate fridays off, and worked from 8-6 the other 9 week days. TOTALLY addicting. Offer the flex time, it's such an incentive!

Didn't know it could get this complicated, did ya?

If you'd like me to write something up, my fees are minimal for Duers! An employment contract would be a good way to go. Oh and you MUST DO A BACKGROUND CHECK and a CREDIT CHECK.

[zoidberg]

16. Flex Time rules!

My core hours are 10am to 3 pm. I the other 30 hours of the two-week pay period can be worked any time between 6 am and 8 pm. I'd gladly trade my flex time over a higher salary. Since your workforce is going to be very small, you might not be able to offer the same flexibilty that a larger office would have. If you don't have standard business hours where your employees just have to be there, I'd suggest trying to let them set their hours as much as possible. This really goes a long way to making the employee loyal and will probably increase their productivity as well.

[liberalhistorian]

19. CREDIT CHECK????????

NO NO NO NO NO NO NO!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! A person's credit is NONE of a potential employer's damn business! I speak as someone who, due to a job loss a few years ago when I wasn't able to find another job for almost a year and I didn't qualify for unemployment, I have screwed up credit that's taking me forever to repair. I had a decent record before that. My not-so-great credit has no bearing at all on my performance as an employee, and my current employer, thankfully, recognizes that!

Frankly, credit checks are WAY overused, and should only be used for lending and rental purposes. So MANY things can happen to mess up someone's credit, especially if they have medical bills on there, that insurance either wouldn't pay or they don't have insurance to begin with (I firmly believe that medical bills shouldn't be on credit reports at all to begin with, but that's another thread!), or if they're going through a divorce or major illness or, like me, sudden job loss, things like that. And if you're denied a job due to your credit, how can you ever get back on your feet to try to repair it?

NO, no, no, NO CREDIT CHECKS FOR EMPLOYMENT! It's NONE OF THEIR BUSINESS! A background check should uncover any potential problems, I worked for an employment screening company for four years and they are very thorough.

[Stuckinthebush]

24. Agreed...

I have one contractor who is filing for bankruptcy.

She is very, very good at her job, however. I wish her well with her financial difficulties, however, I will still use her for her talents.

The only issue here is that at times, she couldn't do her work because of her focus on personal finances. However, this could be the same for people with sick children, family members, etc.

[radwriter0555]

40. I have to disagree. When an individual with a small company

who's assets are at stake hires an unknown individual, I believe it's important to know as much as possible about that person.

I think a person's credit report is VERY telling on what kind of life they've lead and says a lot about their character. I think it's also important information on what type of risk they are.

If the person has nothing to hide, then there is nothing to fear.

[liberalhistorian]

48. I'm sorry, but that's WRONG!

I know from first and secondhand experience that credit reports mean NOTHING as far as "character" (and the definition of that varies depending on who's doing the defining), or things like that.

And as far as "the kind of life they've led", do you mean if they or a family member have a serious illness that either insurance doesn't cover or they don't have insurance, and the hospital and doctors are after them for money they don't have while they're fighting the illness and they're doing the best they can to juggle things financially but aren't as "successful" as the credit agencies would like? Do you mean if they've suddenly lost their job and insurance and can't find another before their savings runs out and are unable to make payments they could make previously? Do you mean they're going through a divorce where their spouse wipes them out financially because they supposedly "make more money?"

Credit reports do not give the CONTEXT of a deficiency or slow pay or whatever the hell other bullshit category they have, there's no way of knowing the full story behind a report. And if you've had years of good credit and something happens (illness, job loss, divorce, etc.) where you don't have a good record for awhile, that wipes out all of the years of good record you've had, which is BULLSHIT!

And did you know that almost half of all personal bankruptcy filings are due to medical bills, usually from a serious, chronic, or catastrophic illness? People have to file, and I've seen this firsthand, in order to keep from losing their homes and what little else they may have to doctors and hospitals who have no qualms about going after people who don't have money. HALF of the bankrupty filings, just for medical bills!

No, I'm sorry, the damn things are NOT and SHOULD NOT BE the business of ANY employer!

[radwriter0555]

54. It is when an employee is so desperate to pay bills that they

embezzle from you.

Stuff happens. Absolutely agree on the medical bills things, and when told in advance that a potential employee is being screened using a credit report, the potential employee has the opportunity to be up front about personal circumstances that could have an effect on how they work those 8 hours a day.

Having a crappy credit report due to a medical condition or series of unfortunate circumstances is one thing.

Having unpaid and forgotten credit card debt due to that brand new car and $30,000 in Macy's bills and those unpaid cell phone bills is another... and one I'd want to know about, before I expose my lifelong dream, hard work and sweat to someone not of the best character.

Better safe, honest and upfront, than broke and sorry. Like I said, nothing to hide, nothing to fear.

[liberalhistorian]

65. Nothing to hide, nothing to fear is not always true.

A lot of employers don't give a damn as to the reason why you might not have the best credit, or the context of the credit report, all they will look at is the report itself and, if it isn't that great, just dismiss it without bothering to find out or care what the story behind it is. And many others aren't quite as understanding about "unfortunate circumstances" or medical bills, or anything else like that, such as the ones that will fire you if you take too much time off for cancer treatment or to take care of a family member with cancer (seen it happen myself too many times!).

Their reasoning/assumption is that, if you have such "unfortunate circumstances" or medical bills/problems, you're going to be a problem for them and they don't want to deal with it. I think you're giving most employers too much "credit" (sorry, couldn't resist the pun!)

Of course, with the economy the way it is, very few people will have perfect credit and if that's what employers base hiring on, they're going to have a helluva time finding it! What they will miss out on are hard-working, responsible employees who will be loyal and dedicated despite "unfortunate circumstances", and that's their loss and their fault.

And the assumption that, if someone is so desperate for money they'll automatically embezzle from you is, frankly, kind of insulting. Most desperate people, and I was one at one time, only want the chance to be able to work and start rebuilding their lives and are not automatic criminals!

[liberalhistorian]

75. I lost the opportunity for an excellent

job as a legal researcher with a so-called "progressive" company because of my goddamned credit report. I had the perfect background, good references, etc., etc., except when they did the damned credit check. Their application included the usual page for signature authorizing "investigation" of background, blahblahblah.

Then there was the section on authorizing credit checks, which went on in far more detail than I had previously seen. It talked about authorizing credit checks to check the person's "credit standing, credit worthiness and credit capacity", among other things. Now, this was a legal researcher position, so just what the hell they needed to check for "credit standing, credit worthiness, and, especially, credit capacity" is completely beyond my comprehension. And so I was upfront about my current situation, having lost my job, been out of work for several months with no unemployment or child support, that's why I couldn't pay a lot of accounts that were previously being paid on schedule, blahblahblah. Yeah, fat lot of good THAT did! And I would have been perfect for the job, as well.

[sandnsea]

91. Let's have bosses provide credit checks too

I've been screwed over by bosses more often then they've been screwed over by employees. And oh yeah, before a landlord gets a deposit, how about they provide references from their past tenants that they actually fix things when they're broken and don't lie about the condition of the home when the tenant moves out. And maybe when QWest is being investigated by the FBI, I shouldn't have to pay my bill in advance or put up a deposit because their credit is worse then mine! I could go on, I agree with you.

[liberalhistorian]

92. Sounds like great ideas to me!

I know, it's incredibly frustrating, isn't it?

[Heddi]

87. :groan

and when told in advance that a potential employee is being screened using a credit report, the potential employee has the opportunity to be up front about personal circumstances that could have an effect on how they work those 8 hours a day.


SO now in addition to having potential employers screen my credit ratings, they should also be privy to personal circumstances and the reasons behind crappy credit?

Do we have to show proof of our claims? Bring in a lawyer? Have copies of our tax returns to show them?

How about this---and this WILL solve the problem---Unless an employee is dealing DIRECTLY with the handling of cash, then there should be no credit check.

My husband is a graphic designer. He makes ads for newspapers. There is no possible WAY he could ever 'get' money from the company he works for. No way possible. And that's the fact for 98% of the people that work for that company.

Why, in his job capacity, not dealing with money, funds, ANYTHING, why should he have to not only disclose his credit information to a potential employer, but then have to EXPLAIN possibly delicate, personal information to that employer?

Do you not think that telling your pot. Employer that yes, the $85,000 on the credit report was from their triple-bypass surgery they had last year is a GOOD THING?

First you want them to have our credit report, and now you want them to have our medical/financial situation also.

Again--I ask--why not just DNA--

And again with the nothing to hide/nothing to fear----

That is utter bullshit. I have nothing to hide, but I'm not going to call in the Police to search my house just to 'prove" i have nothing to hide. I'm not going to voluntarily tell my employer "oh yeah I have a chronic problem that gets worse with age and by the time i'm 60, i'll either be in the grave or paralyzed from the neck down"

Yep. That's a GREAT Way to be hired. (In Nazi Germany, perhaps)

[Heddi]

86. Sorry, but bullshit

I am a full-time nursing student.

I am married

I have never been arrested or been to jail.

My credit is HORRIBLE because when I was younger (I'm 27 now) I was careless with money. That was many, many years ago.

I also have about $10,000 worth of medical bills that my fraud of an insurance company at the time refuses to pay, and they're nearly 7 years old yet aren't off my credit report now. Seems that the "health insurance company" was a "union" that wasn't licensed in the state of S.C. Because their assets were only a couple of million, yet the lawsuit against them for fradulent claims went into the hundreds of millions, I declined to take part in the class-action suit against them because the Atty's fees would have been 10x's greater than the award I would have received.

That being said---I am a fucking upstanding member of society. I haven't been late on a bill in YEARS. I haven't defaulted on any loans or Credit Cards. My husband's credit is stellar, and mine is horrible.

How does my credit report accurately reflect me? Being a dead-beat when I was 19 years old? Bouncing 2 checks when I was 21? Well those times are long gone and I fail to see 1) how my credit rating is ANY business of my boss and 2) how my credit rating will give ANY indication of my worth as an employee.

Should we make our bank account statements available to potential employers? How about our blood type---Oooh! I know---A DNA sample so they can see if you're predisposed to cancer or mental illnesses later in life--Hey! You don't want to have to give insurance to some schlep who may develop Parkinson's Dx in 20 years, right?


Fuck that.

What I do on the job is what is important to my employer. Not how I pay my bills, not whether I've defaulted on a loan, and not what my credit score is.

My performance on past jobs is what is important to my employer. Not if I've bounced checks, or was late a couple of months in a row for payments b/c I was out of a job.

---

On a secondary note: How do you think people's credit ratings are, in general NOW since we've hit the wonderful Bush Economy? Millons are out of jobs---that means a very high percentage of people are going to have worse credit scores NOW--solely because of the Bush Economy---than they did before the economy

It's tough enough getting a job as it is (Since there are no jobs to be gotten). Are you even remotely implying that the millions of unemployed should be FURTHER burdened and turned away from jobs because of their fucking CREDIT REPORT?

People are filing bankrupcy at astounding rates. Cars are being reposessed. People are falling late on their mortgage--does that mean they're "deadbeats" or does it mean that people are having hard fucking times right now and that their credit score is NO indication of the type of person, or potential employee, they are.

What's really funny (and I was purposefully saving this for last)---my ex-roommate's boyfriend has stellar credit! STELLAR!!! He could walk into any bank and get an unsecured loan for any amount of money he wanted.

However he was arrested aboyt 4 years ago for being a serial rapist in the Charleston, SC area. Raped a shitload of women.

So I guess credit scores ARE NOT, in any way, shape, or form, ANY kind of indicator of the person that could be potentially hired.

And no, I have nothing to hide, but that doesn't mean I want people rumaging around in my shit.

You musn't have anything to hide--let me go rifling through your life history and personal information---no reason---and if you don't let me, then you must be a bad person who's hiding something

[liberalhistorian]

89. Heddi-EXCELLENT posts, both of them!

Every single word is true, and I couldn't have said it better myself! Almost every potential employer now checks credit reports, no matter WHAT the fucking job is, which is BULLSHIT!!!! And if you don't sign the authorization form, then they won't even consider you, which is equally bullshit.

[Ekaterina]

41. amen

to that. None of their damn business (and, in case your credit it messed up through reporting errors or fraud, you are doubly screwed)...leave credit reports out of it

[inthecorneroverhere]

57. agree

Credit check is only relevant if the employee will handle cash or have a lot of dealings with money.

Otherwise, I view credit check as a violation of privacy for general administrative, shipping/receiving, most white collar jobs.

[GumboYaYa]

5. Listen to your employees and

foster an environment where people can express themselves without fear of retribution. When you see a problem with someones work communicate it immediately; you will avoid bigger problems later.

Most importantly of all, when your employees do a good job tell them and never, ever take credit for the achievements of your employees (give it to them).

[Stuckinthebush]

15. Good advice

Expression is key to happy workers. I remember my days as an employee and how I felt like I could not express myself.

Thanks!

[Scout]

84. A Rule of Thumb

Never criticize employees except in private; always praise employees in public.

-----

I also like the idea of Paid Time Off for whatever purpose, instead of vacation time and sick time, and allowing the time to rollover from year to year, with limitations on how much can be accrued.

Flex time schedules can be marvelous!

Don't do pre-employment drug testing ... perhaps "for cause" drug testing if there is an exhibited performance problem or an at-work serious injury, but even then I'm kind of iffy on drug testing. Passing pre-employment drug tests does NOT guarantee drug free workers, and can eliminate people who would be a great employee!

[eyesroll]

6. I'm not an owner, but I am a "boss"-type

Here, we have the lousy two weeks of vacation (I've been here for awhile, so I get three), but we get ample holidays (Christmas eve and day, New Years Eve and Day, and if July 4 falls on a Tuesday or Thursday, we get Monday or Friday off too), and sick leave is just, "when you're sick, you're sick," but if you're sick for a few days in a row or just really often, you need a doc's note.

Flex time is a great thing! We've got flex time -- basically, we come in any time between 7 and 9, and leave at the appropriate time later. Basically, as long as we meet our deadlines, the bosses don't really care which hours we work.

Also, be sure whether your employees have duties that would make them exempt or non-exempt from overtime -- just calling them salaried doesn't make them exempt. (The DOL has some info on its Web site.)

[GOPisEvil]

7. I commend you for being a progressive employer!

1. Instead of "weeks of vacation", make it days or hours. Say, 21 days or 168 hours. That way, if I need a 1/2 day to decompress or a day off before a holiday weekend, I can take that. I've never liked having to use vacation in week-long blocks.

2. Sick days should be as-needed as long as the employee doesn't abuse the leave. I work in state gov't, and we earn 8 sick hours per month, and we can bank them. We are only required to verify illness if we are out more than 3 consecutive days.

3. I think work hours should be up to the employee. If you want them there 8 hours per day, then let them pick the 8 hours. As for me, I like 7-4 with a 1-hour lunch. If their work is more project based, then I think allowing them whatever work hours they want as long as the project is completed is a good thing.

4. Check with the state labor department when it comes to what taxes to file, and so on.

Edit - if you weren't in AL, I'd come work for ya. :-)

[liberalhistorian]

23. SEVEN IN THE A.M.?

Yikes, David, you must be one of those sickening, cheerful, up-and-at-'em morning people! I'm lucky if my eyes are even open at 7:30, lol!

[GOPisEvil]

28. Oh, God, no...I'm not chipper or cheery, but functional.

I just like walking out the door at 4:00 every day. I used to have a fairly long commute, and it was nice beating evening traffic. There are a lot of things I can schedule for 4:30 and not have to burn leave to take care of. Plus, if I want to take an afternoon off, it is only 3 hours. :D

[Stuckinthebush]

31. I am a morning person from hell

My wife has evil thoughts every morning when I do that chipper good morning! thing.

By three o'clock, I am useless. It is so obvious to every one around me too. I had a client who jokingly told me that she wouldn't meet with me after two, because she could see the glaze building in my eyes.

It is good to know what your best times are and aren't.

I like the 7 to 3 deal for employees because some may have kids in school, and I believe that it is important to accomodate the needs of children.

[DagmarK]

9. You are already being a great employer........

by just caring enough about these issuse! How refreshing!

I think the hours choice is FANTASTIC. Coming in an hour earlier or later can make a BIG difference in a person's life! 7-3 is such a GREAT schedule for me since I get up early. But my employers have always required 8 or 9 start-times. So I have to kill several hours of my life WAITING to go to work. LOL And the employers miss my optimal brain activity time -- 7-12. Their loss.

BUT, for you, it's important that you make them choose the hours they want and stick to those hours. It's amazing what a sense of leeway can cause an employee to do! Like......if the person says, Oh, I will work 7-3 on M, W and F and 9-5 on T and Th, you can expect that to change as their life events come about. And that's just kind of messy boundaries which causes some problems.

I also like the idea of taking a 1/2 hour lunch instead of a full hour and leaving a half hour earlier. That's a good choice to have. But, again, make them choose and stick with it.

Structure is always a good thing.......

As for the vacation time......I have never worked for a sole-proprietor who has ever given 2 weeks vacation. Small ventures have historically given 1 week, but they can only take the time only after they have completed 3 months (sometimes 6!) months of employment.

You should consult with an attorney on the issues, because having a probationary period is really wise. Usually 3 months. Depending on your state......it might not be a hire/fire at will, and without a probation period, once you hire them, it can be costly to fire them.

In addition, the entire employment agreement should be in writing -- where they sign that they have read it. You can't believe what people can say they "thought" the arrangement was down the road. This is as much for them as it is for you. You include hours to be worked, pay rate/salary, vacation, sick time...etc.

You will HATE yourself if you offer sick time "as needed." I am not painting employees as evil, using people, but structure and boundaries and firm understandings about what is expected and what they get is the BEST way to foster a good experience for all. As for the amount of sick time.....I think 5 days per year is adequate. You can always, as a GIFT, give someone a day off for whatever.......and still pay them. But you do it as a gift, decent thing to do. So, in your mind...you can look at it like they can take sick time as needed, but in the employment contract, you don't have it that way.

BUT, the going thing in professional circles is to have a general LEAVE WITH PAY policy -- to be used for sick or vacation. The advantages are great for both parties. 1. The employee doesn't feel like they have to lie about being sick in order to get their full sick benefits at the end of the year, which makes it so you don't get surprise phone calls that "X is not coming in today". Employers are finding that with the 'use it as you want' policy that employees tend to PLAN their time off well in advance. Again, that just makes the work place more predictable and structured -- always good. Keeps people honest. Because, you know.....everyone needs a mental health day -- and it's nice to be able to plan it and NOT use one's precious vacation time which should be used for CAMPING (IMO).

Anyways, you should try to talk to some attorneys or the SBA about policies and legalities with hiring employees. The tax system you will have to deal with is no doubt complicated.

The more prepared you are about what your rights and responsibilities are, the better the experience is for the employee.

Hope I helped.....sure wish you were my boss!!! :-)

[inthecorneroverhere]

71. agree

Agree with you. Stuff needs to be written out in an employee manual. With flex time, the employee should choose 1 set of hours and stick with that.

Agree that sick/vacation timne/holidays should be structured and policy should be written in manual. Just remember that Europeans usually get 3 or 4 weeks of vac. a year.

3 or 6 month probationary period is good.

[mdmc]

10. Karma

Treat your employees exactly how you would like to be treated. You want to be fair, and you want to encourage hard work and loyalty. You know what you can afford to offer. What would you like as an employee?
Always communicate and always reward positive behavior. Thats all your expected to do.

[ithinkmyliverhurts]

11. My friend gives one day/month for sick child/children.

No questions asked. In a small business, you know who has children and who doesn't.

[Stuckinthebush]

17. I think that is extremely important as well

I have children, and they are sick a great deal in the winter.

The jobs that I will be hiring for will be jobs that can be done using a laptop at home if necessary. This will be helpful to employees with sick children.

[Scout]

85. be careful about an appearance of favoritism for parents vs. non-parents

I like that you care about the family-illness situation and that you realize everyone has those kinds of situations, but be careful about specifying it as a sick child policy ... this tends to irk the child-free, and gives an appearance of favoritism.

Just 'cuz I don't have kids doesn't mean I might not need time off to take my husband for hospital tests, or take care of my mom for a day or something like that.

[On the Road]

12. You Can Increase the 2 Weeks with Seniority

At Verizon, I started with 2 weeeks but am up to 4 weeks now after 18 years.

[liberalhistorian]

13. A MAJOR thing to consider, and I do mean major,

is the issue of flexibility as far as work/family issues are concerned. Most employees, even if they're single, have families, and emergencies/illnesses/crises always happen and there's no way to predict them. A lot of employers don't seem to understand that, and don't want to either give time off to deal with things like that or don't understand if they come in late or aren't able to work normal hours because of them. Kids/parents/spouses suddenly get sick or injured and you have to take them to the doctor and/or nurse them

This doesn't mean allowing employees to take advantage of you, it just means being humane as far as those issues are concerned. My uncle is seriously ill with a recurrence of cancer, and both he and his wife are enduring bullshit from their respective employers about sick and medical leaves and taking time off for chemo treatments. When an employee is going through something like that, worry over the loss of their job should be the last thing they have to deal with!

Also, I think giving sick days as they're needed is better than giving one a month or something like that. Often when people get sick, it's for several days, not just one or two. Then, once they've recovered, they may not need any other sick days for months at a time. And people need around three, if not more, weeks of vacation a year since it takes that long to recharge. If they're properly recharged, they'll be able to do their jobs properly and with energy and enthusiasm.

Recognize that single employees without children also have family issues to deal with, and, just because they're single and childless, that doesn't mean they have less in their lives to deal with or that they have a lot more time than those spouses and/or children.

Above all, let your employees know that you care about them as people, not just as employees, and that their needs and lives are important to you, and show it in your actions, and you will have enthusiastic, loyal employees!

BTW, I commend you for trying to be a good employer, too many employers just don't give a damn!

[MUAD_DIB]

14. The more that you spell things out in advance

the easier that the workflow will go.

Be fair, but also be the boss: the buck stops here.

You may wish to seek the advise of an employment specialist instead of taking mine.

The worst thing that I have ever seen employers do is not to communicate clearly what the employees are responsible for. Employees (those that don't value asking questions) sometimes take matters into their own hands, and that can be problematic.

Hiring youth, to save $, can cost you in the long run. If you hire a college grad chances are that they will move on in one year's time. Have you thought of also hiring an intern?

Two weeks vacation is better than none, but you may want to look at three (or comp time)...depending on your mood.

Sick days are good, but if you give them out expect them to be used. A sick employee is better off at home: that way they won't infect the office, and they get better faster.

I have always been an advocate of 8:30-whenever (I am a graphic designer ...time fluctuates for me), but if you are looking for flexibility then have your employees come in when they are more focused for the workload. Probably earlier the better.

You should really talk to some employment specalists thought ...especially about legal/tax matters.


Good Luck.

[Stuckinthebush]

21. In terms of hiring youth...

I really need experience here.

I will be hiring people with at least a master's degree in social work, sociology, psychology, educational research, etc.... My business is social science research (evaluation) for non-profit programs and services. I must have someone who is research savy.

Actually, for one of the positions, I plan to hire a recovering/recovered substance abuser who has the background I need. This will help with developing rapport with the clients of my client. This employee will be responsible for collecting data and supervising data collection from individuals with psych/substance abuse histories who have been diverted from jail. Experience with this population will be extremely beneficial.

[MUAD_DIB]

29. Then hiring youth is a non issue.

Good luck.

[inthecorneroverhere]

58. experience

On the subject of experienced employees, don't forget that 50-somethings can always be very good candidates!

There are way too many co's out there that have subtle age-discrimination practices.

[BOSSHOG]

18. Invest in the Book

Leadership Secrets of Attila the Hun by Wess Roberts, a Dell Paperback. I found it invaluable in my several years as a middle manager/leader in the Navy. You are the leader of a team, so its your responsibility to build that team, to nurture it, to put those people in a position to want to come to work for YOU. It ain't easy but its worth striving for. Reduce obfuscation to nothing and never ever lie or accept lies. If something ain't working, examine the process first, don't blame personnel. And Always Listen. Good luck and thanks for asking.

[Bandit]

20. Check with the state labor department and don't rush into anything

You are after all in "Business". Start slow, don't give away the world right away. Save some for incentive purpose. I give, after a year of employment one week paid vacation and six paid holidays after two years I give two weeks. Remember, especially in a small company when one of your employees is on vacation the others have to make up the difference and that often means overtime and delays. Expenses go up considerably. Employees are the backbone of any company so treat them well but you must stay in business or you are helping no one. Don't offer any medical benefits until the employee has been there a substantial period. One year at the least. There are so many hidden expenses with employees that it will make your head spin. Be very careful and go slow.

[inthecorneroverhere]

59. so what if they get sick during the first year?????!

So who takes care of that employee, G_d forbid they get sick during their first year of employment? Huh?

Remember, that insurance usually has a 6 (or even 12 month) preexisting condition period, as well, so that raises the total time the employee is on his/her own to 1 1/2 years.

As someone who definitely remembers the high hopes that my Depression era mother (born 1925) had in 1993 that natioinal health care plan might get passed, I am very cynical on this issue, especially when I see stuff like this. I am very disappointed in the lack of focus on this very basic issue that is bankrupting many Americans.

:grr:

[liberalhistorian]

69. One week vacation after one year and two weeks after two?

My goodness, how very generous and thoughtful! And no medical benefits until they've been there a long time? HUH??????? You have GOT to be kidding me! I suppose the managers get medical and vacation right away, too! "Hidden expenses involved with employees?" Well, there are also a lot of "hidden expenses" for employees who work for employers who don't give them medical or enough vacation or sick days or who don't value them enough to pay what they're worth!!!!!!

[trof]

22. a couple of questions

Are these going to be permanent, forever and ever employees?
What happens at end of contract?

Also, I had 4 or 5 days of PTO.
Personal Time Off.
No questions asked, just make arrangements a few days or a week in advance if at all possible.
You could use it for doctor or dentist appointments (in half-day increments), school plays, kids sports games, or a 3 day week end. Unlike vacation, it was "use or lose" each year.

[Stuckinthebush]

27. The contract is for 3 years

But I have a number of contracts (and hopefully more) on which I could use this person.

Technically, this position is being filled to address one contract. At the end of the contract, the position could be terminated. I guess I should spell that out in the employment agreement.

I think Alabama is one of those "right to work" states, which basically means that I can let anybody go for any reason. However, it would be best if there was full disclosure upon hiring.

Also, knowing that this position may be gone in three years, should I offer greater incentives to intice a good employee to work for me?

[trof]

33. some good points

Yeah, they should know this may terminate with the contract.
However, it sounds like you are expanding (good on ya) and there will be more contracts.
Is this computer related?

On the other hand, Mrs. t. worked as a temp for many years for the same company (the late Digital Equipment Corp.) in the same position (exec. assistant to a V.P.). I could never figure out why they didn't just hire her directly. Something to do with cost benefit/tax situation I guess.

[Stuckinthebush]

34. Trof, are you in the B'ham area?

Or do you know people here?

I welcome any suggestions on potential employees, just let me know.

As for the computer relatedness of the job, only insomuch as the person has to use the computer to collect data.

[trof]

49. Nope

Way down in Baldwin Co.
Foley.
Grew up in B'ham but don't know anyone there any more.

[Stuckinthebush]

50. Oh, well...

I'll be heading your way in a few weeks for an end of summer beach trip.

I think I might be a little crazy to go to the beach in August, huh? However, it has been rather mild up here, so perhaps it won't be too hot.

[trof]

53. I'll be gone Aug. 12-26

When you coming?

[Stuckinthebush]

60. Aug 6 - 10

We had looked for a place down in Gulf Shores/Orange Beach, but we found a good deal closer to Destin. I like keeping the money in Bama, but we decided on this trip only this week, so our options were limited.

By the way, I think now is a great time to invest in beach front property along the panhandle or Gulf Shores. Jeez! The rental rates are incredible!

Of course, I guess you pay a bunch in hurricane insurance.

[trof]

62. Property is expensive

on the beach. Not so much so across the street or farther.
I'll pm you.

[outinforce]

25. Some Basic Rules

My job requires me to listen to, and attempt to resolve, employee complaints.

Here are some basic rules I think any "boss" should know and try to adhere to:

1. Know the laws covering employment in your area. Know what the laws require you to do.

2. Never forget that without the people that work for you, all of the best equipment in the world is just useless harwaree.

3. Treat your employees as you would like to be treated if you worked for them.

4. Do not belittle, yell, or scream at employees. And never give them the "silent treatment" either.

5. Remember that most employees are concerend about advancement. Provide some sort of training or development program.

6. LISTEN to what your employees --- individually and collectively -- have to say and what they ask of you. Try to accomodate their needs when you can.

7. COMMUNICATE with your employees. Understand that in the absence of information from you, employees will create their own explanations of what is happening, and that when they do, the explanations employees create is often not only wrong -- but is the worst possible explanation that could be devised.

8. Be HONEST.

9. Have a vision for where you want you company to be -- and make that vision known to your staff. Let them knopw where you want to go, and how you uintend to get there.

[Bandit]

30. Excellent Post

Your employees are very lucky.

[Stuckinthebush]

32. Thanks!

Very helpful stuff.

[Joeve]

26. The best rules

apply to all circumstances in life.

Treat your people with respect.

Allow them the freedom to find their own way to do things (don't micro-manage).

Be understanding of their needs.

Lead by example.

The best employers understand that it's all a team effort.

Good luck on your new position.

-Joe

[MassDem4Life]

35. AS A FELLOW BUSINESS owner..

Remember that the cardinal rule of mgmt. is to treat your employees as you would wish to be treated in their position. If you have to do something that may be distasteful, or may be construed as screwing the employee, take the time to have a meeting and explain what you are doing and why. Keeping your employees informed will go along way to keeping them happy.

As for vacation, sick days, insurance, alot of what you offer will depend upon what you can afford. These are horrenndously expensive expenses for a small business.

But whatever you offer, be consistent, and maintain the same treatment, over time or you will eventually find yourself in a lawsuit. You need to set policies for sick days, calling in, documentation, and you need to stick to it, or you open yourself up for a lawsuit.

[Stuckinthebush]

38. Lawsuits!

Ugggh! Oh, my head is hurting now - I don't want a lawsuit!

I guess I need to document, document, document, huh?

[sandnsea]

42. And document discipline too

Anything you think might cause you to have to fire someone, document. Lots of good ideas in this thread. Ought to keep you way far away from ugly lawsuits!

[inthecorneroverhere]

61. manual

Definitely have hours, time e.g. flextime or fixed schedule, leave, pension, when employees may be on property and when they may not, holidays, etc. written up in an employee manual that you give to them at orientation.

This is indeed necessary to protect the co. from lawsuit -

Plenty of examples of manuals already written - just get one from another co. and sort of follow the format -

[1monster]

36. Always treat your employees with respect,

Keep them in the loop wherever possible and appropriate. Never lie to them. If it is something you can't or don't want to tell them, let them know nicely that the information can not be released to them at that time.....

I stayed at a low paying job for nine years (eight and a half years longer than I planned just because it was such a pleasant place to work and I felt respected as an individual...

[1monster]

37. Always treat your employees with respect,

Keep them in the loop wherever possible and appropriate. Never lie to them. If it is something you can't or don't want to tell them, let them know nicely that the information can not be released to them at that time.....

I stayed at a low paying job for nine years (eight and a half years longer than I planned just because it was such a pleasant place to work and I felt respected as an individual...

[Stuckinthebush]

39. Can I block conservative sites as porn sites?

:D

And can I require two hours per day reading of DU?

Just checking.

[liberalhistorian]

45. You want to require two hours a day of DU?

Hell, I'll come work for ya right now! I've got a B.A. in history and sociology and a paralegal certificate and research is my middle name. Can I work for you, please, please, PLEEEEEAAAASSSSEEEEE??????????? And can we negotiate and make it three, instead of two, hours a day of DU?

[Stuckinthebush]

47. Wanna move to Alabama?

;)

Hell, let's make it half a day of DU reading. I think I spend that much myself anyway.

[liberalhistorian]

51. Require half a day of DU, and

I think I'll move ANYWHERE, lol!

[Stuckinthebush]

43. What I love about DU....

I want to thank all of you who took the time to give me advice. All of it is great, and I need to print this thread off so I can keep it handy.

DU isn't just about politics, it is about being in a progressive community with members who will lend support in many ways. The posts on this thread represent that support.

Thanks so much. If any other ideas come up, please let me know.

-Stuck

[inthecorneroverhere]

56. mine

I'm late to this post, but want to add my two cents:
]
1. IN addition to providing insurance and a pension, support physical fitness. Some of the larger progressive corps have gyms and jogging paths on the property. As a consulting co., you probably are smaller scale, but you might be able to wangle a discount at the local gym or sponsor a softball team or something. Let the employees know that you care enough about their well-being to do something to take care of them.

2. Always do what you say, and say what you will do, especially when it comes to the basics like wages and hours. One time I had a supervisor who claimed to be very 'liberal' who attempted to outright cheat on the 40-h workweek concerning some entry-level help. I, as the supervisor of the entry level folks objected, and the department secretary, a 'conservative' lady in her 50s concurred. I was fired by the 'liberal' boss. I walked away with the impression that the moderately conservative dept. secretary was much more honest and decent than the boss who was a 'liberal activist.' By the way, because of that incident that left a bitter taste in my mouth, the Dems lost 6 sets of votes from me: 1990, 1992, 1994, 1996, 1998, and 2000. I did not vote in any of these elections because the dishonesty and attempt to cheat on the 40h workweek, by someone who claimed to be a liberal activist, disturbed me so much.

3. In general, only discuss politics at the workplace 'when asked.' It's OK to have cartoons and stuff in/on the cubicle, of course, that express one's opinion.

4. Offer people the choice of 7-3 vs. 8-4 vs. 9-5. People are different with childcare requirements and morning vs. afternoon. Let them make the choice if at all possible.

[Stuckinthebush]

63. Currently, all of my employees have fitness memberships as a perk

Of course, all of my employees include just me - but I will be giving that to the new employee(s) as well.

[inthecorneroverhere]

67. AWESOME!!!!!!

That's cool!!!!

:bounce: :bounce: :bounce: :bounce:

[Hamlette]

52. lots of good suggestions here

I especially like "treat your employees exactly like you would want to be treated."

Know that sometimes you need to be tough. If your recovering addict turns out to have not kicked the habit and you need to get rid of him/her, don't hesitate AND don't be nice about it. If you agree to lie about the reason you let her/him go so they can get unemployment, remember you will be paying the bill and it's not cheap. (Been there, done that.) Also, don't let the tail wag the dog. You gotta be in control. If things are not working out, pick up a couple of those pop management books and read about how good managers do it.

The two things to remember when you hire someone: hire someone you know or who knows someone you know or is related to someone you know, chances are they will be a better employee. (It was counter intuitive to me, but studies prove it.) Ask around and see if someone you know knows of someone who needs a job. And hire someone with a sense of humor. Honest. They make the best employees. They can roll with the punches and keep things upbeat. (Usually.)

Also remember your employees will rarely work harder than you do. If they think you do nothing they will too (eventually.)

If an employee tells me something is too hard, takes too long, is useless, I say "great, show me, let me pull up a chair and time you so I'll know exactly what I'm asking you to do and I can help figure out how to get you out of it if it's really bad" (even if I KNOW exactly what I am asking them to do.) Say it in a non threatening manner, like you really want to learn. Then let them get out of it. If they say "well, let me try it again on my own" say, "ok, but let me know if it's still not working." You only have to do it once. You'll never hear that employee (and everyone around that employee) complain again!

[inthecorneroverhere]

66. uh.....

Except for the last paragraph, you sound very much like a Repuglican.

If the 'recovering addict' turns out to have not recovered, they need counseling.

Some employees work very hard, and yet get obfuscated by individuals that claim, 'no employee works harder than me - I'm the Big Boss!!'

Although your post didn't address vacation, several of the other posts did. Hardly anyone suggested anything more than 2 weeks of vacation.

Did any of you folks know that 3 weeks vacation is SOP (standard operating practice) in Europe, and most cos offer 4 weeks vacation?! The Euros are amazed that we Americans put up with so little time off.

Guess who helped the Euros get good insurance policies and vacation time? That's right, the progressives.

Looks like it's time for DUers to re-think whether they're progressive or not on labor policies! I sure see a lot of posts here that are most definitely not progressive on labor policy.

And, P.S. I'm one of the DUers who is overall a 'centrist,' certainly not the most liberal of the bunch on the overall board!

:grr:

edit: clarification, spelling

[Stuckinthebush]

70. I like the three week idea

actually, a post above (I can't remember who at the moment) said to make it 21 days or 168 hours, that way, an employee can take a half day or a few hours.

I agree that we work ourselves too much and don't play enough.

[inthecorneroverhere]

73. vac policy

I realize it's difficult financially to offer the three weeks/168 hrs vac., but if at all possible it would be great!

One can always encourage employees to take their vacations at times that are convenient for the co. and its workload, e.g. not have all employees go on vacation all at once in August. If the vacations are staggered so that only one person is gone at a time, this will lighten the burden on you and the other employees.

I personally like to go places and do things in April, May, or late September-October. Admittedly, I don't have kids. There's less traffic on the roads and accomodations are cheaper. My vacations are a lot more relaxing and unwinding when they're 'off peak.'

If the employees are encouraged to manage their vacation time in a manner that doesn't interfere with workload, this may help the co. be able to do the 3 weeks.

[sandnsea]

77. My daughter gets 1 week

Which is why 2 weeks seems a good starting point to me. Understanding the competition this particular employer has to deal with doesn't mean people aren't progressive on labor. He/she also has to deal with health insurance differently than European countries so that ought to be factored in as well. One person shouldn't have to jeopardize his/her business venture in order to be progressive. If he/she find he can afford to do more in a few months, I hope he/she does.

[FreeSpeech2]

55. I have some advice from working in a small company

1) Sick Days - As a rule, 1 day a month is good. Let them accumulate to a max number of days. Maybe 7. But in practice, its more on an as need basis. The rule is there to keep people from taking advantage of you.

2) Vacation - Most companies do not give vacation until 1 year of service. However, smaller companies will usually allow a few days in the first year to be considerate. 2 weeks is the standard, then goes up with seniority. Maybe throw in a few "personal days" for stuff like doctor appts, personal issues, etc.

3) Flex hours is ok as long as your employees do not need to with each other often. IF they are all working independently its OK. If not, it can be a hassle getting everyone on the same page.

[Stuckinthebush]

64. Thanks!

And welcome to DU -

I appreciate the advice. This whole employee thing is going to be a new adventure for me.

[Redleg]

68. As a professor of management (human resource management)

... I applaud your desire to be fair with the employees. Whatever you decide to do, communicate your expectations to the employees and listen to them to understand their own needs.

If you decide to allow flexible schedules, try to get your employees to commit to letting you know ahead of time (if possible) when they will be working.

Research shows that employees tend to take most of the sick days for which they are compensated. I personally don't have a problem with that because I feel most U.S. workers have too few days off to regenerate their emotional, physical, and cognitive resources.
You might consider allowing them to take comp time to give them more days off, especially if they are working lot's of overtime during part of the work year.

I could go on and on but since I don't know your specific situation that well I won't. Feel free to contact me at DU if you have any questions. As I mentioned, I am a management professor and I specialize in organizational behavior and human resource management.

[Stuckinthebush]

72. Thanks for the advice

I wonder if being a "boss" or a manager is like being a parent.

Anyone can do it, but that doesn't mean that everyone can do it well.

I worry a great deal about being a good employer, because I have seen numerous cases of people with really terrible employers. Perhaps the US system of employment encourages harsh treatment of employees, but I'd imagine it is more likely that people just don't know how to be a good boss.

I want to give employees a great deal of discretion as to how to do their job, but I also want to give structure and guidance. I want them to know that they are instrumental in the success of the company, and that their observations and thoughts about how to run the company are welcomed. I also don't want an employee to take advantage of my giving them a lot of room.

I'm sure I'll make a number of mistakes, but it really helps to have the advice I'm getting today.

Thanks!

[Redleg]

78. Being a "boss" should be more like being a "coach" or mentor

than a parent. Different employees will have different abilities and different ways of viewing their work. A good boss needs to be able to use leadership behaviors that are appropriate for the situation and for the employees. Some employees, particularly newer, less confident ones, will need more direction and more social support from you. More experienced employees may want more discetion in how they do their work and in decision-making.

Good luck with everything.

[Redleg]

79. Being a "boss" should be more like being a "coach" or mentor

than a parent. Different employees will have different abilities and different ways of viewing their work. A good boss needs to be able to use leadership behaviors that are appropriate for the situation and for the employees. Some employees, particularly newer, less confident ones, will need more direction and more social support from you. More experienced employees may want more discetion in how they do their work and in decision-making.

Good luck with everything.

[Redleg]

Being a "boss" should be more like being a "coach" or mentor

than a parent. Different employees will have different abilities and different ways of viewing their work. A good boss needs to be able to use leadership behaviors that are appropriate for the situation and for the employees. Some employees, particularly newer, less confident ones, will need more direction and more social support from you. More experienced employees may want more discetion in how they do their work and in decision-making.

Good luck with everything.

[Redleg]

81. Being a "boss" should be more like being a "coach" or mentor

than a parent. Different employees will have different abilities and different ways of viewing their work. A good boss needs to be able to use leadership behaviors that are appropriate for the situation and for the employees. Some employees, particularly newer, less confident ones, will need more direction and more social support from you. More experienced employees may want more discetion in how they do their work and in decision-making.

Good luck with everything.

[Redleg]

82. OOPS! Didn't mean for that to happen!

SOrry

[Stuckinthebush]

83. I call that the DU Echo

You are absolutely correct about the mentor angle. All of the good bosses that I have known were good mentors or coaches.

Thanks.

[Darth_Kitten]

74. How about....

for a starting employee:

3 weeks Vacation
10 days Sick Leave

and if they've worked awhile (a couple of years, etc), then increase vacation time to 4 weeks, etc.
maximum sick leave 15 days per year. Sick leave can be carried over from year to year, but shouldn't be abused. Excessive sick leave should be monitored. (JMHO of course!!!)

At my place of employment we have a few days of family sick leave each year, in case your kid or spouse is sick, but this CAN be abused by some employees.

[Stuckinthebush]

76. Sounds reasonable

By the way...I love the picture! :D

[jagguy]

88. always have a policy stated for your benefit

then you can bend it with comp time to be flexible and gracious.

If you don't do this then surely someone somewhere down the line will abuse it and you will have a hard time dealing with it.

If the business can support it then offer flex time.

If the prospective merits it, you can go over 2 weeks of vacation to get them hired but start with 2. Go to 3 in say 2-3 years or as a merit thing or even as an option at annial review time. Some people will take time in liew of money. Be flexible in rewarding people, it can really work for both of you.

401k it what you do re retirement.

And most importent: free beverages !

[Clete]

90. Many colleges and universities have courses on

management and personnel issues. If you haven't had any past experience supervising workers, I would strongly recommend you enroll in one. Or, get a mentor, someone who is a successful business owner and supervisor of employees. Next, make sure your accountant and/or bookkeeper in strong in payroll skills. Many an employer has slipped into a quagmire with the IRS not knowing the intricacies of payroll codes.

Finally, prepare yourself in advance for the day you may have to fire someone. Many repercussions can happen if you don't do it right. Also, prepare yourself for the fact that, no matter how carefully you have screened a potential hire, you may have to fire him.

[sweetheart]

93. Being a good employer

I sold my small consulting company in 94 and have since gotten an MBA where i realized all the mistakes i made managing business and employees.

Were i you, i would make sure you have written clear job descriptions for both of these hires... and that the hires clearly understand the performance criteria you are going to use to rate them on job reviews... as the informality of small companies often cheats employees... people end up doing jobs way outside their responsibilities, yet are often not clear on exactly what must be done to get a raise a year from now.

A job description explains what that "role" is in the company, and what authority and responsibilty it has.. precisely... search job descriptions on google for the roles you're filling and get some ideas.

Jobs have 2 aspects, hygeines and motivators... the former is things like vacation time and a nice chair that does not hurt your back... the latter is target earnings that get employees to jump over the high bar to outstanding performance.

If you do not have so already, you should show your new staff a "welcome to xyz corp." presentation so they see your vision of what the company is, and what it stands for... so that allows them to understand the cooperation is not to kiss your ass, but to help the company live up to its vision... as long as you don't put this in black and white, you end up like king theoden with a bunch of employees kissing yer ass... and in the end, a bunch of dissatisfied people in the long run.

I find in hiring staff, to trust people totally and grant them the utmost in professional treatment... "if you do your work impeccably, i don't care what hours you keep, when you pick you kids up from school, when you need to work from home... and all that..." Keep people aware and focused on expectations and keep an honest integrity in the relationship... its a win win all round.

Forget the retirement deal... pay them the extra money to do with as they please... let them do their own retirement... maybe you can match or something if you like.

Best get your quickbooks or ADP payroll account set up to do the TT&L deductions as the IRS burns you for missing the dates...

Also, make sure that the workspace and laptop, etc... of the new staff is prepared to welcome them... nothing is worse than arriving at a new job to discover there's no place for you.

Good fortune in your business.

regards,
-s