Laws which you are now required to follow

No new laws apply.

Topics to think about as you keep growing

30/31:  401(k) plans.  401(k) plans are becoming increasingly prevalent in smaller businesses, gradually becoming part of the standard benefits package.  Many employers refrain from offering them due to cost -- however, some new variants of 401(k) plans have "wrap fees," where the participant also bears a share of the administrative costs.  Be sure to disclose to employees any fees for which they will be responsible.  More on the costs of operating a 401(k) plan can be found at:  http://www.401khelpcenter.com/mpower/feature_030900.html

32/33:  Performance review cycle.  Although most organizations usually use an employee's date of hire as the basis for annual performance reviews, it may make more sense for these reviews to occur after the end of the annual business cycle.  Doing so allows simultaneous comparisons between employees and consistent compensation adjustments.  For more on this topic, visit:  http://www.shrm.org/memberkit/sub_pages/whitepapers/CMS_000078.asp

34/35:  Team-building training.  As organizations grow, individuals will start to form "departments" and "cliques" which can detract from working together.  It is important that all employees remain focused on doing what is best for the entire organization, not just their department or group.  There are many websites that have creative ideas (for sale, of course) for team-building -- just type "team building training" into Google  (http://www.google.com/search?q=%22team+building+training%22) and see what pops up.

36/37:  Cafeteria plans.  These plans, also known as Section 125 plans, give employees the option to have monies deducted from their take-home pay on a pre-tax basis, to be allocated toward co-pays, childcare, and other health and medical-related expenses.  The employee must spend their money each year, or else the funds are forfeited.  More can be found at:  http://www.afscme.org/wrkplace/cafe.htm

38/39:  Work-family balance.  Increasingly, organizations are devoting attention to helping employees maintain a healthy balance between work demands and family responsibilities.  Employers that offer flexibility in work schedules can achieve improved productivity from their employees, as well as increased employee retention.  Telecommuting is one example of how to meet this need.  For more on this topic, visit:  http://www.busreslab.com/policies/goodpol3.htm

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