Starting a business is a daunting task in itself without even taking into consideration the obligations we are bound to face down the line. The responsibilities a person takes on when they start a business are numerous, to say the least. From approaching potential employees and keeping track of taxes to managing everyone’s safety in the workplace, there are a lot of pitfalls that need to be addressed and, hopefully, avoided. At the end of the day, we’re all looking to make a dollar, both the employer and the employee – might as well make the most of it.

Rules of engagement

When approaching potential employees, be aware that you are not required to have a full contract on the spot. However, certain information and the terms of the position have to be spelled out within two months at the latest. The essential info needed is the full names of the parties involved, the job title, how much their wage is and their working hours. Every employee needs to earn above minimum wage and needs to have a fixed amount of break hours on a daily basis. Apart from this, you might want to look into every type of leave an employee might require and work on that. Be it annual or otherwise, there need to be procedures set in stone.

Taxes

As for taxes, you already get the idea – pay ‘em. Every employer is required to punch out the correct amount of tax, social insurance, and universal social charge and pay up on time. This money comes out of the employees’ wages and is required to be carried out in a correct and timely manner. When facing taxation, it can get infuriating with the amount of calculations and money that goes into the proverbial void, this is why there has been a rise in incentivization programs that help owners who hire people who have been unemployed for certain periods of time. These can range in the thousands of dollars and can give employers just the right amount of oomph to push through the taxes until the employee starts pulling his weight.

Yellow cards and strikeouts

Ah, yes, disciplinary measures, the big HR no-no. Generally, the rules of your business should be established and pointed out before an employee comes on what goes and what doesn’t. You are required to give each employee a fair amount of warnings before ultimately being forced to terminate the contract of employment. Most of these situations can be solved by a warning or two and by pointing out the problem area, you still require the employees and they require the job. Dish out copies of the lay of the law when you take these people on and make sure that any termination has valid reasoning behind it, the last thing you want is a bitter employee who feels like they got cheated.

Health and safety

Sadly, every workplace is bound to run into an accident at some point in its lifetime – it’s just probability, nothing else. This is why understanding the laws that govern these sort of things is mandatory for both parties involved. As best compensation lawyers point out, owners are responsible for anyone who steps foot in their building, whether they own it or are renting it out.

 

 

 

 

 

If an accident does occur, inform the employee about any legal action they can take and try talking about it to try and find a solution that doesn’t involve lawyers – be human. If legal action is taken, there will be short proceedings and some form of compensation will be dished out.

The gist

 

 

Handling a business is difficult enough without having to tend to every single person in our employment or even in our building, and yet, that is the task we face. In most cases, the employees and employer can work together to overcome all obstacles and keep doing what they love. Otherwise, employers need to be aware of what they can and cannot do to protect both themselves and their business. As mentioned at the very start of the article, we’re all out there trying to make a dollar, why make it harder on ourselves?