As a small business owner, you are likely going to have a few tough conversations. When the business is your creation, and your team is small, things can get personal and sometimes awkward. Therefore, pointing out employee misconduct, disciplinary action, layoffs (such as during pandemics), and employment terminations are extremely tough to handle properly.
For those times, it is good to have a professional HR Consultant who knows the ins and outs of what you can legally do and say. As well as help to overlay your tone and culture onto your processes. This will ensure that if there is anything that is handled improperly that resurfaces in the future, you have expert guidance to attest that you took proper and legal disciplinary actions, terminations, etc.
Let’s put this in context with a simple example. Would you know how to compensate an hourly-paid worker, under contract, for a reduced-hours shift? In British Columbia, Canada, the BC Employment Standards rules that if a worker shows up for a scheduled shift, and the assigned workload takes only one hour, they must be paid for a minimum of two hours. Short-changing workers with contracts on shifts can end in a costly mess. Basic HR policies and procedures are absolutely essential for smooth operations, business continuity, and liability reasons. Well-managed HR processes will guarantee that you keep the team you are so lovingly building happy, productive, and motivated.