12/30/2016
HUMAN RESOURCES: Helping You Help Your Employees
Ellen C. Wells
YouTube is a fantastic teacher for the small business owner who wears many (if not all) hats. Need to learn how to fix that leaky toilet? Find it on YouTube. Need to do some quick wiring? Electricians are pricey, and you’ll learn the correct way to wire the shop without burning the place down. Fix the dump truck, level a brick path, get that wireless printer working, set up the sales spreadsheet—you can even find videos of beautiful container designs and customer workshop projects—free and available to you 24/7.
The one hat you probably shouldn’t hang on YouTube, however, is the one labeled Human Resources. While HR does involve a few cut-and-dried spreadsheets and reports, the “human” element of human resources renders the topic much more nuanced and complex than any do-it-yourself site can address. There are professionals who get degrees in the field, after all. But as owners of small businesses with limited amounts of that other non-human resource (aka, money), where should garden centers turn for assistance?
“There are at least two different paths, both of which should be taken depending upon the needs of the business,” advises Jean Martin, HR management consultant with Seawright and Associates in Winter Park, Florida. Jean is part of the Seawright team that provides HR consultation services to members of The Garden Center Group, and has experience working with people and businesses in the horticulture industry throughout the U.S.. “Overall,” Jean continues, “if [the garden center] needs someone to process their payroll or benefits—things that are black and white, factual in nature, something that is a process or a procedure—definitely take advantage of outsourcing if they do not have the internal staffing.” It’s the choice of the business owner as to opting for a big service provider such as ADP or PayChex or to use the services of a small or local outsourcing service. In Jean’s experience, she finds that “many of our garden center clients have found success using small, local companies with whom they develop a relationship and where any problems arising with payroll can be solved faster.”
While those larger service providers may offer ancillary HR services such as filing worker’s compensation claims or tracking leaves of absence, a more nuanced, hands-on approach is often needed when it comes to situations such as conflict management, medical accommodations, hiring and dismissal issues. There’s always an “it depends” aspect to situations such as these. This is where the garden center owner should take that second path of seeking advice from a dedicated HR consultant. “Every situation—every medical accommodation, leave of absence, major policy violation—every one is so different,” Jean says. “So it’s always best to proceed with caution, and if you’re not sure how to manage these sensitive situations, reach out to a dedicated HR consultant.”
Find an HR consultant who is up to date on the latest employment rules and regulations Jean advises, because there are many protections for employees under state and federal regulations. And if you think you can keep tabs on those HR laws (along with your pesticide applicator rules and sales tax information), think again. Jean said that in the last two years alone more than 8,000 new employment regulations have been created at the state and federal levels. “It’s impossible to keep up with it unless you’re doing it full time,” Jean added.
Going Local
While Rolling Green Nursery in Greenland, New Hampshire, is a member of The Garden Center Group, their involvement with a local HR consulting service predates that membership. Rolling Green’s Beth Simpson readily receives the Group’s HR resources and listens to Jean Seawright at the Group’s meeting; however she has worked with Human Resource Partners for a number of years and finds the relationship valuable.
The added benefit of a local company is that they are local. Not only are they familiar inside and out with New Hampshire labor law, says Beth, but the HR team is also available to participate in the hiring process as well as to make updates to the employee manual. “It’s very helpful to have them here,” Beth adds.
Where To Turn
- Peers: “Never just guess” at an HR question, says Jean Martin. Industry peers may have “been there, done that” before. Reach out to friends in the industry (via listservs, for example) to find out whether others in the industry have had—and worked through—your particular problem before.
- SAF: Pre-written employee handbook, job descriptions and free legal advice for members.
- The Garden Center Group: HR consulting services with Seawright and Associates for members.
- State and Federal Agencies: Department of Labor (DOL), Occupational Safety and Health Administration (OSHA), U.S. Small Business Administration and the Equal Employment Opportunity Commission are just a few of the agencies and resources available to assist both employers and employees. Turn to your state’s own DOL website for resources on where to turn for more specific information.
- Local Chambers of Commerce: Can direct you to reputable local HR consultants, lawyers and service providers.
What To Look For
Jean Martin’s tips for finding an HR consultant that is right for you include looking for someone who:
• understands the nature of the industry and the job.
• you trust.
• doesn’t just tell you what to do but provides you options, and the consequences of each.
• takes care of your business so you can take of the employees.
Put Up That Poster!
Employers are required to display posters prepared by various state and federal agencies. Required posters are dictated by each state. Visit your state’s Department of Labor website to find which state and federal posters you are required to post. And remember, these posters are typically downloadable and FREE. GP