With employees, businesses must formalize Human Resources processes. At a minimum, businesses must set up proper accounting and payroll systems and there must be an employee policy manual formally specifying the employer’s expectations.



Human Resources are busy offices

Payroll and Accounting Systems: The software and data management that is inherent in a payroll and formal accounting system is sometimes easier to farm out to a third party than to try to tackle within the business. Getting the payroll checks direct deposited with the correct withholdings and proper insurance payments is often something that the business will hire an outside firm to manage. However, in the State of Tennessee, employers and sometimes the business owner personally, is liable for any mistakes and penalties in reporting and filing unemployment insurance and workers compensation insurance payments. Make certain that you have spoken with references for any business management services you allow to have access to payroll data and bank accounts!



Create a Robust Employee Manual

The Employee Manual: SCORE has some great recommendations about some of the content for your employee handbook. Certainly, for a new business there will be items that are added over time as you experience human behaviors in the workplace. However, as you hire your first employees, the expectations you have for them should be outlined in a handbook that they are required to read prior to starting work with you and that you keep them updated as the handbook is added to and amended. Remember that the Employee Manual is a legal document that sets forth your expectations and behaviors as the employer and what your employee can expect from you in order to be successful. https://www.score.org/blog/how-create-employee-handbook-your-small-business-ultimate-guide