Every great entrepreneur is looking to fill out his or her team with the right players. When you pick the right people, they can help carry you farther than you imagine, but the wrong people can drag you down–making it one of your most important decisions.
Entrepreneur and venture capitalist John Greathouse wrote a post for Forbes recently about the right kind of people to hire at any start-up, breaking candidates down into four categories, based on workers’ productivity and required managerial oversight. The best, of course, are those who perform at a high level with little oversight needed–what he calls the “Self-Effacing Superstars.” He also likes to fill his team with “Unproven Recruits,” people with talent but lacking experience. “Temperamental Superstars” are a high-risk, high-reward proposition; they can be very productive, but they require constant supervision and can set a poor example for other team members. And at all costs, stay away from “Prima Donna Benchwarmers,” who need constant management just to get mediocre results.
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FRESNO, CA/WASHINGTON, June 9, 2012 – Employee legal issues are a hidden cost and they may be costing you a fortune. If your employees are struggling with legal problems, they can easily become your headache too.
CCH, a leading provider of human resources and employment law information, reported an estimated 67 percent of unscheduled absences are for reasons other than illness. No-shows cost money. Yet many employers still do not analyze the benefits of an employee legal plan, which can save the company thousands of dollars.
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For more information on adding an employee legal plan to your benefits package, call 512.704.8592 or inquire at firstname.lastname@example.org.
From a legal perspective, requiring that new employees sign a form saying they have received a copy of the handbook can prevent later claims of ignorance of company policies.
Increasingly, however, courts and juries are interpreting the employee handbook as a binding contract between employer and employee, and this interpretation places a responsibility on the company to deliver on any promises set forth in its handbook.
Thus, the degree to which the handbook spells out the company’s policies and procedures clearly and thoroughly may determine the company’s liability, or lack thereof, in resolving any employment disputes.
Source: GoSmallBiz.com. For membership information, call 512.704.8592.