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HR Policies and Procedures for Small Business
Custom HR policies and manager playbooks built for how your industry actually runs, not a generic template that falls apart the first time a manager tries to enforce it.
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What our HR policies service is
HR policy work is writing the rules that decide how your company handles its people: attendance, PTO, remote work, drug and alcohol, technology, performance, and termination. We build custom policies for Colorado businesses in construction, restaurants, medical practices, and professional services, written to comply with Colorado law and to actually hold up the first time a manager has to enforce them.
Who this fits
Small and mid-sized businesses that need hr policies and procedures run right.
Multi-State Operators
You have employees in more than one state, and your policies need to hold up in each of them.
Healthcare Practices
You run a medical practice and need HIPAA-aware policy for licensure, credentialing, and patient privacy.
Construction and Trades
You run field crews and need real drug, vehicle, per diem, and safety policy that works on a job site.
Growing Teams
You're between 15 and 100 people, past running on verbal rules, and you need real policies written down.
What's included in a policies engagement
Everything included in a full hr policies and procedures engagement, from scope to handoff.
Library Build
A full set of policies built for your industry, size, and states, from attendance and PTO to remote work, drug and alcohol, harassment, and termination.
Manager Playbooks
Step-by-step guides for what your managers actually face: time-off requests, no-call no-shows, performance issues, complaints, and running a termination.
Documentation Templates
Ready-to-use templates your team can run with: corrective action forms, performance improvement plans, termination checklists, and exit interview forms.
Industry-Specific
Specialized policy for your field: drug and alcohol for construction, food safety for restaurants, and HIPAA-aware policy for medical practices.
Acknowledgment Tracking
Sign-off language built into every policy, plus a clear way to collect, store, and prove each employee received it.
Manager Training
A live session teaching your managers to actually use the new policies. Most policy failures are really manager-training failures.
Audit and Update
An optional yearly review of your policy library against new Colorado and federal rules and any changes in how you operate.
How a policies engagement works
A structured process from discovery through ongoing partnership, adjusted to your scope.
Discovery
A short call to see which policies you have, which you're missing, and what's driving the project now.
Tailored solutions
Your consultant drafts the policies to scope with a round of edits, then trains your managers to use them.
Ongoing support
An optional yearly review keeps your library current as Colorado law, federal law, and your operations change.
How we structure pricing
We price policy work by scope, not by page count. A full library, a manager playbook, a single policy, or an annual review are each quoted after the discovery call, based on how many policies, your industry, and whether it's a rebuild or a build from scratch. You get the price up front, before anything starts.
HR Policies and Procedures FAQs
Curious about something? We're here with answers! If you haven't found what you need on our website, give us a shout!
Every year at minimum. Colorado statute updates frequently and federal regulations shift each administration. Most policy libraries need a full pass every 12 months and a major refresh every 3 to 4 years.
Construction drug and alcohol policy needs to address pre-employment testing, reasonable suspicion testing, post-incident testing, return-to-duty testing, DOT-regulated commercial driving roles, Colorado marijuana legality (federally still controlled, employer can still test and act), and the discipline and termination procedure.
Eligibility, required in-office days, scheduling and coverage rules, performance expectations, equipment policy for home and office, expense reimbursement, and the escalation procedure when in-office requirements are not met.
Eligibility criteria, expected work hours and availability, equipment and stipend policy, expense reimbursement (which Colorado requires for necessary business expenses), data security and BYOD rules, performance expectations, multi-state tax and registration implications, and the conditions under which remote work can be revoked.
Expected attendance and timeliness, the procedure for requesting time off, the procedure for unplanned absences, the definition of a no-call no-show, the corrective action progression, integration with FAMLI and HFWA leave, and the documentation procedure for managers.
A good HR policy names the rule plainly, names the procedure for handling violations, names the consequences, and survives legal review. Most template policies fail one of those four tests, which is why they fall apart the first time they have to be enforced.
At minimum: an acknowledgment of receipt policy, an at-will employment statement, an anti-harassment and discrimination policy with a complaint procedure, an ADA accommodation procedure, an attendance and PTO policy, a leave policy, a technology and acceptable use policy, a termination policy, and any industry-specific policies. Most small businesses need 12 to 20 documented policies.
