In the world of Human Resources, particularly within small businesses, one of the more common yet often misunderstood tools is the Non-Disclosure Agreement (NDA). NDAs are essential for protecting sensitive business information, but there's a growing conversation about how—and to whom—they should be applied.

Many small business owners, in an effort to protect their companies, may feel compelled to have every employee sign an NDA. However, applying NDAs too broadly can lead to unintended consequences, including legal risks, decreased employee morale, and the potential violation of workers' rights. This blog will explore why NDAs should be executed only by those with access to true confidential information, and how Human Resources professionals can guide small businesses in making informed decisions about the use of these agreements.

Understanding the Purpose of NDAs in Small Business

The primary function of an NDA is to protect confidential information from being...

In the intricate landscape of small business management, terminating an employee is a delicate process that demands thorough planning, execution, and a genuine consideration for the individual's dignity. Colorado employers, in particular, must adhere to specific legal requirements, making it essential to approach terminations with precision and empathy.

PREP - A Foundation for Successful Termination

Planning and preparation form the bedrock of a well-executed termination. Understanding the reason for termination is paramount. Ensure a consistent history of the issue, engage in communication with the employee for resolution, and meticulously document all actions taken. Guard against discriminatory factors, recognizing the importance of fair and unbiased treatment.

Prep Points:

• Establish the validity of the termination through documented evidence.
• Emphasize the importance of open communication between management and the employee.
• Zero tolerance for discriminatory remarks or...

In the dynamic world of business, small enterprises often overlook the pivotal role of Human Resources (HR), dismissing it as non-essential until they realize that the success or failure of a business hinges on its people. Your employees are the linchpins that influence financials, operations, processes, and overall success. Let's delve into the key functions of HR that can transform your small business into a thriving venture.

Recruitment & Selection: Building the Foundation

Recruitment is more than posting an ad; it's a strategic effort akin to marketing. Identifying your target market, crafting compelling ads, and conducting focused interviews are crucial. Make the candidate experience inviting and informative, and when making decisions, stay focused on the job requirements. Avoid distractions – it's not about "shiny objects" but finding the right fit for your team.

Payroll & Benefits: Structuring for Success

Payroll and benefits are process-driven functions...

Problems Hiring? 

We found the secret sauce in the middle of the night at the most random place...

It is no secret that the majority of today’s workforce issue is the ability to attract great talent… or any talent for that matter.  It seems that COVID hit our world and wiped out our workforce.  We keep waiting for the return, but it just doesn’t seem to show any sign of a rebound. 

Over the past 12 months or so, the HRB team has started to notice a trend- companies who have a great culture are not having trouble hiring or retaining employees.  However, companies who struggle with their workplace culture, are struggling to hire and retain new hires and their current workforce.  Of course, we put on our detective hats and started looking into this pattern deeper… what we found was very interesting.  Did you know that (according to businessnewsdaily.com) when searching for a new job, 77% of surveyed respondents to a...

“Nearly 50 percent of embezzlement thefts occurred at companies with fewer than 25 employees, 82% had 150 or fewer employees”

Source: 2016-Hiscox-Embezzlement-Study

“My aunt and her husband owned a dental practice years ago. It was a successful small business and their employees were like family to them. The bookkeeper on staff took care of their accounting and billing and had been the office manager when they bought the business. She knew more about the books than they did and was seemingly so committed to her job, that she never took time off.

My uncle suspected money was going missing but couldn’t prove it. He checked the ledger daily, they had a double-booking system, and a CPA but couldn’t come up with answers. Then patients started questioning why they were receiving invoices when the insurance companies had paid the claim. My Aunt and Uncle then discovered discrepancies between their records and claims that were marked as...