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In 2002, with just a toolbox in hand, Craig Scott began his quest to create a highly successful residential remodeling firm. He had his sight set on building a business, atypical to your normal run-of-the-mill construction and remodeling company.

Today, with more than 25 full-time employees, Craig Scott continues to expand his business—in both clientele and employees—while focusing on what he’s most passionate about doing—building.

In order to be a successful business owner, you must wear multiple hats – each with distinct responsibilities. You must be the Director of Sales – since you best can oversee the marketing of your company to prospective customers. You must serve as the Chief Operating Officer – since as the owner you must manage all aspects of your company’s operations. Finally, you must serve as the HR Director – since ultimately you are responsible for overseeing the countless administrative functions that owners must ensure are performed on an ongoing basis – especially those related to hiring, paying, and supervising your employees.

In 2012, a popular San Antonio-based restaurant chain with locations throughout Texas was forced to temporarily close its doors after a number of employees quit work when they learned the company was undergoing a routine audit of their Form I-9 conducted by U.S. Immigration and Customs Enforcement (ICE). According to the company’s prepared statement: “Several vital employees have chosen not to report to work …. [t]his has affected our ability to provide our expected level of service to guests.”

Operating a business comes with great responsibility to not only your customers but also to your employees. It is important to understand key employment laws to make sure you stay in compliance with the law and don’t jeopardize your business or the safety of your employees.

Here are three key employment laws to keep in mind that will help manage your employees.

There are a number of reasons why your company may choose to outsource many of your human resources functions to a licensed Professional Employer Organization (PEO). In today’s market more and more companies are leaning towards outsourcing because simply put, it makes more sense. Outsourcing HR functions to a PEO allows companies to focus more on their core strengths while saving them time and money. As shown below, all types of businesses can benefit from a PEO arrangement.

Business owners deal with many tasks when it comes to running their business and making it successful. Typical days involve handling sales, setting growth plans, hiring new employees, complying with new labor laws, and administering payroll, just to name a few. The constant is that change is inevitable in the business world. As a business owner, it is prudent that you remain up-to-date with the latest labor laws published by the Department of Labor (DOL) and, more importantly, you act swiftly to comply with any changes that may affect your business. Failing to do so can lead to costly financial penalties.

Finding a qualified candidate can sometimes feel like searching for a needle in a haystack. So, when you finally come across that perfect candidate, you want to get them all settled in ASAP. Unfortunately, that’s not exactly how it works. Hiring is a complex task with many moving parts—background checks, drug tests, information verification. Talk about exhausting! But luckily, for most of us, this long process pays off in the end, resulting with quality employees and a safer work environment.

It’s not uncommon for employers to operate under the notion that they are complying with the law when it comes to workplace policies and procedures. Nowadays, a greater number of businesses are out of compliance, unbeknownst to them. With an increasing number of discrimination and harassment lawsuits, employers everywhere need to take action to protect themselves and their business.

As the invoices roll in, it can feel like your business' money rolls right out. Since this week is Money Smart Week, we wanted to give you some tips to save your small business money in three key areas: office space, payroll, and supplies/equipment.

No matter where your business is located, there's always a possibility that inclement weather or some other catastrophic event could disrupt your business operations. Is your company prepared for this with an effective disaster recovery plan in place?

So, how does one plan for an unexpected occurrence? Easy; plan as if it is expected to happen. You can start by identifying one major component—potential risks.