Rojgar Job News

Later today, I’ll be speaking to the next group of startups chosen to participate in the Accelerator for Biosciences in Connecticut, or ABCT.  ABCT is a Branford-based program spearheaded by Design Technologies LLC, which supports Connecticut’s aim of being a bioscience hub. It’s an exciting time for new businesses in Connecticut like those chosen to participate in the program. But employment law issues are often an after-thought for startups.  They shouldn’t be. I’ll be talking in more detail to the startups in my presentation but here are three things I’ll be talking about for startups and new business ventures: Startups should document the relationships with new employees.  Offer letters or, in some instances, contracts should be set up so that new employees know the terms and conditions of their employment.  Even more important, the documentation should detail all forms of compensation — whether salary, bonus, equity etc....

Last night, I had the opportunity (again) to sit on a panel discussion sponsored by the Accelerator for Biosciences in Connecticut (ABCT) to talk about operational challenges for new companies and the issues associated with hiring. ABCT is one of those success stories in Connecticut that should get more press than it does.  It’s a competitive entry, six-month long program for entrepreneurial research students and faculty, MBA’s and MD’s interested in forming new ventures in biosciences. One of the themes of the discussion was that hiring employees is not for amateurs anymore. As another panel member noted, there are just far too many requirements now (training, paperwork, policies) to just shoot from the hip. And yet, new employers still need to hire staff in order to grow. One solution we discussed was giving greater consideration to PEOs, such as ADP, Paychex or Insperity (just to name a few names — not endorsing).  There are various services that sma...