Deciding whether to hire internally for your HR function or outsource HR is a critical decision, especially for organizations experiencing fast growth. If you are currently outsourcing HR functions to a Professional Employer Organization (PEO) and are considering bringing your HR in-house, there are several considerations you need to take into account before pulling the trigger.

If you live anywhere in the region you may have noticed the Girl Scouts cookie booths at the entrance to every grocery store taking place now. If by some small chance you haven’t seen one at your local supermarket, I am sure someone in your office has the cookie form and is helping out with orders on behalf of their daughter, granddaughter, or their niece. Other similar types of fundraisers or sales that may be occurring in your office include popcorn sales for Boy Scouts, jewelry such as Silpada, and/or beauty products like Mary Kay or Avon. While we all love the opportunity to support our colleagues and communities, the larger your business grows, the more frequent these "in-office solicitations" can occur. If you are concerned about this becoming a disruption to your business, you may want to consider setting a precedent before the flood gates open.

At some point or another while running your business, you unfortunately will likely need to let someone go, also referred to as a separation or termination of employment. Typically, businesses run into these reasons because either they are cutting costs or have someone performing poorly at their job. Majority of states across the nation, are at-will, meaning they have the right to separate employment at any time. However there are some caveats, therefore your Human Resources team should always keep detailed records to justify the decision to ensure that employee’s rights are not violated and to ensure all federal and state laws are followed during the process.

Social Media sites like Facebook, Twitter, LinkedIn, YouTube and even Instagram are a part of the modern workplace today. These tools are no longer just for personal use since many people use them in their professional lives as well. In the workplace, social media sites are being used for purposes such as marketing, employer branding, and corporate social responsibility. For instance, recruiters use LinkedIn to find and connect with candidates and sales professionals use it for lead generation. Many employees use Google + for the chat feature to connect instantly with colleagues or conduct industry Hangouts. As HR consultants, we are often asked about the pros and cons of allowing social media in the workplace when developing workplace social media policies.

What is an Employee Handbook and Why Do We Need One? An Employee Handbook is a guide that gives organizations a tool to communicate the expectations, role and responsibilities, as well as current policies and procedures within the organization to all employees. Legally there is no requirement for companies to provide an employee handbook; it does however, offer confirmation of processes and procedures if ever questioned legally. When a company reaches 15 employees, it's time to implement an employee handbook as a best practice. This is because at 15 employees, several federal acts apply such as the Civil Rights, Americans with Disabilities, and the Pregnancy Leave Act.