Bookkeeper Wanted: Responsible for all accounts payable and receivable functions including maintaining an accounting of all corporate credit card accounts. Other duties include but are not limited to assisting in the preparation and monitoring of the annual budgets, processing, auditing and generating approved expense reimbursement reports. To use our Bookkeeper Quiz click here.

This peel, stick, n' drop office in a box® Employee & Payroll Pak© deals strictly with personnel and payroll items you will need to address for your business. It deals with employment applications, time cards, city-state-federal reports as required, and so on.

An employee is defined as one hired by another for wages or salary. An employer controls when, where, and how the work will be completed by the employee. To determine if the person working for you is an employee, the Internal Revenue Service has established twenty factors to test whether the person working for you is an employee or an independent contractor. Apply to the rules Publication 937, Reg. 31.3401 (c)-1(b) for further descriptions and details of the rules. These factors help determine whether sufficient control is present to establish an employee-employer relationship.

Employee handbooks for your company can be helpful when dealing with employees. They provide information regarding employment and are not intended as an employment contract. The handbook is a useful tool to understanding your company's philosophy, personnel policies and procedures, and employment benefits. You might want to start out with a basic employee handbook and customize it along the way to meet the needs of you and the employees as your company grows. The following is a list of a few things that you may consider when preparing your employee handbook:

1. confidentiality-business matters not being discussed outside the office or within hearing distance of an outsider
   
   
2. code of conduct and work policies and procedures and safety guidelines
   
   
3. clothing and grooming guidelines-personal hygiene
   
   
4. housekeeping-cleanliness of office, shop, vehicles, etc.
   
   
5. orientation and training-guides to help employees become acquainted with your company
   
   
6. performance appraisals-provides a process by which the performance of each employee is appraised for the purpose of advancement
   
   
7. employee separation-assist in the exit process of an employee who is ending their employment with you
   
   
8. employee benefits-eligibility requirements for vacations, holidays, insurance and retirement plans, etc.
   
   
9. hours of work and pay-defines when to work, how much to pay, and pay dates
   
   
10. transportation and travel expenses

An employer can expect that workers will know from common sense many work rules that will apply to their jobs. Courtesy, teamwork, loyalty, a positive attitude, good grooming, punctuality are expected.

An employer is not the only winner when goals are achieved. When things are going well at work, both employees and employers feel better about what is going on at work and in their personal lives. Benefits or rewards to employees for their achievements could be rewarded by greater pay, advancement opportunities, and praise. Evaluations and reviews should be done at 90 days, 6 months, 12 months, and once a year there after.

If all employee actions which lead to a discharge are documented you should be able to show cause. A counseling session with the unsatisfactory employee may be the best way to correct a situation. Any reprimands should be in writing. Before termination, you will have determined that the employee:

• is not meeting performance standards,
  
  
• was informed and counseled on improvements required,
  
  
• was warned that dismissal would result if performance did not improve.

Have the employee sign a receipt that they acknowledge and understand the employee handbook and its contents. Make sure the employee understands that by signing the receipt that it is intended to provide basic information about the company and its policies, practices, procedures, and benefits. Nothing contained in the handbook is intended to create, or shall be construed as creating, an express or implied contract or guarantee of employment for any term.

The U. S. Department of Labor has published a Small Business Handbook: Laws, Regulations and Technical Assistance Services. This handbook clearly defines minimum wage and overtime pay, child labor laws, employment eligibility of alien workers, occupational safety and heath regulations, employee benefit plans, whistle blower protection provisions, veterans, plant closing and mass layoffs, lie detector tests, wage garnishments, family and medical leave act, and also gives the names and addresses of the governing agencies in your area for assistance. This handbook is extremely helpful and clearly states the penalties for non-compliance and failure to follow regulations regarding your employees and you as the employer.

You will need to acquire a Circular E, Employer's Tax Guide, Publication 15, Cat. No. 10000W to assist with preparing payrolls manually. This publication will answer many questions you may have regarding payrolls. Be sure to read the publication thoroughly. If you are processing payrolls with a computer, make sure your payroll tax tables are current.

The peel, stick, n' drop office in a box® Employee & Payroll Pak© works with your Small Business Pak©. Should you need additional assistance with this pak, please refer back to the Small Business Pak© instruction booklet.

The peel, stick, n' drop office in a box® Employee & Payroll Pak© includes the following:

• Employee
  This is information about the employee and the documents needed to maintain that information. This includes a list of documents such as employment applications and forms required by city, state, and federal agencies. Personnel data is confidential and should not be given to anybody without prior written consent from the employee in question. This includes information as addresses, telephone numbers, family member information, and so on. Contact your local Wage and Hour Office or attorney for privacy regulations regarding employees.
  
  
• Payroll
  Record keeping for unpaid and paid payroll records-(time cards)-from your employees. Payroll data will relate to current liabilities on your balance sheet and to payroll expenses on your profit and loss statement.