Running a business without a dedicated HR manager can be challenging, but it’s not impossible. Whether you’re a small winery on the verge of expansion or a flowing custom crush facility, having a solid HR foundation can make all the difference in keeping your team engaged, productive, and legally compliant.
To help you navigate the world of HR, we sat down with Jessica Hart, owner and operator of Jessica Hart Consulting. Jess has been a powerhouse in the food and wine HR space, and she shared her top five HR tips for businesses that don’t have an in-house HR team.
1. Understand Pay & Compensation Laws
One of the most critical aspects of HR is ensuring compliance with pay and compensation laws. Employees should have clear guidelines on meal and rest breaks, overtime pay, and wage transparency. Without an HR manager, it’s crucial for business owners and managers to stay informed on labor laws to avoid costly penalties and ensure fair treatment of employees.
2. Clarify Stipends & Bring Your Own Device (BYOD) Policies
With many employees using personal devices for work, businesses must have clear policies regarding stipends and BYOD expectations. Address key issues such as:
- Whether employees receive reimbursement for using personal devices for work
- The importance of safe device use, especially while driving or operating heavy machinery
- Guidelines on personal calls, texts, and social media use during work hours
By establishing these rules upfront, you can prevent misunderstandings and protect both your business and employees.
3. Create (or Update) an Employee Handbook
An employee handbook isn’t just a binder that collects dust—it’s a crucial tool for communicating company policies, workplace expectations, and legal protections. A well-structured handbook should include:
- Workplace conduct expectations
- At-will employment agreements
- Safety policies and procedures
Providing a handbook ensures employees understand their rights and responsibilities while protecting your business from potential disputes.
4. Embrace Coaching & Flexibility
Business owners often juggle multiple responsibilities, and effective communication can sometimes take a back seat. Jess emphasizes the importance of coaching employees and maintaining flexible communication methods. Whether through emails, text messages, or team meetings, keeping an open line of communication ensures that employees feel supported and informed. After all, if you aren’t reading memos and handbooks, chances are, your employees aren’t either!
5. Encourage Responsible Consumption
In the wine and food industry, alcohol consumption can be a workplace reality. Having clear policies on responsible consumption ensures a professional environment and helps prevent liability issues. Set guidelines for when and where alcohol consumption is appropriate, and educate employees on responsible behavior, especially in customer-facing roles.
Staying Compliant: What’s New in HR Laws?
As laws evolve, it’s essential to stay updated on regulations that impact your business. One recent change is Senate Bill 478, which affects service charges and automatic gratuities, particularly for events, buyouts, and tasting rooms. Keeping up with these changes ensures compliance and prevents potential legal complications.
How to Work with an HR Consultant
If you’re feeling overwhelmed managing HR on your own, working with an HR consultant like Jess Hart can provide much-needed support. Services like handbook creation, compliance reviews, and HR strategy development can help your business build a strong foundation.
Want to learn more? Connect with Jess to explore tailored HR solutions for your business.
By implementing these HR best practices, businesses without a dedicated HR manager can foster a positive workplace culture, stay compliant with labor laws, and set their teams up for long-term success!