“Happier than a witch in a broom factory”
The insurance company GEICO ran a commercial years ago that depicted a giggling witch flying around on a broom in a workplace (a broom factory). The tagline was, “Folks who save hundreds of dollars switching to GEICO are happier than a witch in a broom factory.” A friend of mine, who shall remain nameless, said that the witch was “HR”…flying around the workplace making everyone miserable. OUCH! This obviously was a joke, however I am very well aware that the HR department is often seen as the rules department. I get it – there is an oversight/regulatory component to the work, however when you have those oversight components buttoned up, you’re able to spend more time working on the people development side of the business. Focusing on your people, your greatest asset, moves the needle in your business and helps you achieve your goals.
That said, when establishing a human resources department in a small business, starting with the compliance and regulatory work will get you some easy “wins”. Recording keeping is an easy place to start.
Employment records:
Federal employment laws have varying employee thresholds with regard to what businesses are required to comply with those laws. Establishing a records retention policy and destruction process will help you maintain compliance with those laws.
I-9s:
A company does not need a minimum number of employees to comply with form I-9 requirements. All employers in the U.S. must complete and retain a Form I-9 for every person they hire to perform labor or services in the United States in return for wages or other remuneration.
U.S. Citizenship and Immigration Services (USCIS) issued a new edition of the Form I-9 on April 3, 2025. The new form, dated Jan. 20, 2025, expires May 31, 2027, and has only minor changes from the previous version. Employers may continue to use the previous edition issued Aug. 1, 2023 until its expiration date on July 31, 2026 or May 31, 2027, depending on the form.
Timekeeping:
Both federal and state laws govern timekeeping practices. Defining your workweek and establishing procedures for submitting timekeeping records for approval/processing are essential steps for compliance. Other areas for policy development related to timekeeping include:
Start and end times for each day
Rest and meal periods as required by state laws (currently applicable to 10 states)
On-call hours worked
Leave time
Travel time, as applicable
Process for making corrections to time records (including any required approvals)
Access to time records (limited to those with a legitimate business purpose)
Personnel files:
When setting up personnel files, it is important to remember to separate sensitive information, maintain stringent security, follow a consistent organizational system, and comply with all legal requirements.
Need a audit of your record keeping practices? Reach out to your HR partner for assistance and you too will be happier than a witch in a broom factory.