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H R T O O L K I T F O R B R E W E R S G U I L D S

www.ilgdenver.com

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•Part One: Recruiting and Retention

•Part Two: Volunteers

•Part Three: Legal Compliance

•Part Four: Special Considerations for Associations

ROADMAP

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R E C R U I T I N G A N D R E T E N T I O N

H OW TO F I N D A N D K E E PG R E AT E M P L OY E E S

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FINDING GREAT EMPLOYEES

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Identifying your authentic employment brand will

offset:

- The competitive labor market

- Hiring pitfalls

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AUTHENTIC EMPLOYMENT BRAND

The ‘Why’

ValuesEmployee Experience

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“At ILG beer, we’re passionate about innovating the art of beer making.

We’re looking for team members who work hard and thrive in discovering new and better ways to perfect our

art. We provide a casual work environment (bring your dog!),

generous time off, and opportunities to grow.”

K E E P I N G G R E AT E M P L O Y E E SB U I L D I N G A N E N V I R O N M E N T A N D T O TA L R E W A R D S T H AT R E TA I N Y O U R E M P L O Y E E S

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T R E N D I N G T O TA L R E W A R D S T O R E TA I N E M P LO Y E E S• Flexible time off

• Volunteerism

• Pay for skill development

• Mentoring

• Employee Appreciation

• Bring your dog to work

• Membership benefits

• Food!

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V O L U N T E E R SW H AT TO C O N S I D E R W I T H U N PA I D C O N T R I B U TO R S

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Volunteers pose 

unique issues

‐ “An individual who performs hours of service for civic, charitable, or 

humanitarian reasons, without promise, expectation or receipt of 

compensation for services rendered.”

‐ Fair Labor Standards Act

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MIND THE VOLUNTEER TRAPS- - Reimbursement

and compensation issues

- - What they can work on

- - Managing performance

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M A K E S U R E T H E T E R M S O F T H E I R VO L U N T E E R I S M A R E C L E A R

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L E G A L C O M P L I A N C E

A B R I E F OV E RV I E W O F S O M E K E Y L E G A L P R OV I S I O N S

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THE TAX MAN• Issue 1099s to Contractors you pay more than $600 – oh

and be sure they are REALLY contractors (next slide)

• Establish compensation for your Executive Director in accordance with IRS recommendations

• Withhold employee taxes properly …– Or face PERSONAL LIABILITY as a board of directors!

• Do not skimp on legal and tax advice – remember not to go to the dentist to get your appendix removed …

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Employee or Independent Contractor?

Exempt or Non-Exempt?

Get to know your local DOL (refer to electronic handout)!

FLSA

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ANTI-DISCRIMINATION LAWS• Federal laws

– Title VII

– ADA

– ADEA

• State laws

• Local ordinances

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THE LAWLocal, state and federal law prohibit

Discrimination, harassment and retaliation in the workplace

based on certain protected classes (characteristics).

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T R E AT I N G S O M E O N E D I F F E R E N T LY B E C A U S E O F R A C E , C O L O R , S E X , G E N D E R , R E L I G I O N , N AT I O N A L O R I G I N , D I S A B I L I T Y, A G E , S E X U A L O R I E N TAT I O N ,

G E N E T I C I D E N T I T Y, V E T E R A N S TAT U S , P R E G N A N C Y O R A N Y OT H E R P R OT E C T E D C L A S S .

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U N W E L C O M E C O N D U C T B E C A U S E O F R A C E , C O L O R , S E X , G E N D E R , R E L I G I O N , N AT I O N A L

O R I G I N , D I S A B I L I T Y, A G E , S E X U A L O R I E N TAT I O N , G E N E T I C I D E N T I T Y, V E T E R A N S TAT U S ,

P R E G N A N C Y O R A N Y OT H E R P R OT E C T E D C L A S S .

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“BUT THAT’S NOT WHAT I MEANT . . .”• Intent is not important.• Unintentional behavior can lead to discrimination and

harassment claims and can violate policy.• As far as the law is concerned, harassment depends on

how the conduct was received, not on the intent.• Sarcasm, banter, teasing, horseplay based on stereotypes

or protected characteristics is not okay.“She can’t take a joke.”

“You’re overreacting.”“I have friends who are Black.”

“I didn’t mean it that way!”�����������������������������������������

In FY 2017, the most common charge filed with the EEOC was 

retaliation(41,097 charges – 48.8% of all charges filed) 

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I M M U N I Z E T H R O U G H G O O D

P O L I C I E S A N D T R A I N I N G

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S P E C I A L C O N S I D E R A T I O N S

S O M E C O N S I D E R AT I O N S F O R N O N P R O F I T G U I L D S

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SPECIAL CONSIDERATIONS AND CONTEXTS

- C O N D U C T B Y N O N - E M P L OY E E M E M B E R S

- I N C I D E N T S AT S P O N S O R E D - E V E N T S

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RISK FACTORS• Homogeneous workforce

• Workplaces where some employees do not conform to workplace norms

• Cultural and language differences in the workplace

• Coarsened Social Discourse Outside the Workplace

• Workplaces with “high value” employees

• Workplaces with significant power disparities

• Workplaces that rely on customer service or client satisfaction

• Workplaces where work is monotonous or tasks are low-intensity

• Isolated workplaces

• Workplaces that tolerate or encourage alcohol consumption

• Decentralized workplaces

- EEOC Select Task Force on the Study of Harassment in the Workplace

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EXECUTIVE DIRECTORS

• Implementing strong HR practices and responding appropriately and promptly to concerns will likely fall on the shoulders of Executive Directors

• Key responsibilities of an E.D. include:

– Maintain and manage a fully operational office

– Responsible for management and development of staff. Responsible for building, leading and managing a growing team of Association employees

See https://www.brewersassociation.org/guild/structure/

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Q U E S T I O N S ?

F O R A C O P Y O F T H I S P R E S E N T A T I O N A N D

O T H E R H E L P F U L M A T E R I A L S

V I S I T

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