You can always press Enter⏎ to continue
A Small Farmer's Road Map to Hiring Employees

A Small Farmer's Road Map to Hiring Employees

Legal & Financial Obligations, Plus Best Practices
  • 1
    Press
    Enter
  • 2

    The following questions will guide you through some important points to consider when hiring workers for your farm, like a Choose Your Own Adventure!

    This is a summary of what we learned from our two Employment Boot Camp sessions in spring, 2022. You can find video recordings of those sessions on our YouTube Channel, or just the audio on our website, here.

    The law is complicated and sometimes hard to understand, and we are not lawyers! We just want to help you know what there is to know.

    • This isn't really a quiz, and we're not saving any of your information.
    • For more information on these and many other topics, please take a look at Farm Commons. Flatirons Young Farmers has an institutional membership there, so we can help you get access to any of their resources that are not free. Just get in touch.
    • Here's a Farmer's Guide to Hiring Obligations, from Farm Commons.
    • You can also find helpful videos about Colorado employment law, and more, at the FYFC YouTube Channel.

    GIANT DISCLAIMER!

    We are not lawyers, and this form does not constitute legal advice. Please use it only as a starting point, and get legal counsel before taking action.

    Press
    Enter
  • 3
    Press
    Enter
  • 4

    No worries! 🌴

    You will have to be registered with the state as an employer to hire folks legally. You can start the process at MyBiz Colorado. Click the image below to start.

    Press
    Enter
  • 5

    Great! Let's keep going. ➡️

    Press
    Enter
  • 6
    This is a 9-digit number in this format: XX-XXXXX
    Press
    Enter
  • 7

    You will need to have an FEIN to have employees. 📝

    But no worries, it's really easy to get! Just follow the link below.

    Press
    Enter
  • 8

    Great! 💫

    You'll need that to start employing folks in Colorado.

    Press
    Enter
  • 9
    Press
    Enter
  • 10

    Super! 🦸

    That means you're well on your way to being able to legally pay your employees.

    Press
    Enter
  • 11

    Not a problem; let's set one up or help you find it. 🧭

    Your wage withholding account will be inside your Revenue Online dashboard, and looks like this:

    If you don't have an account like this in your dashboard, you need to apply to become a "withholding agent", and you'll do that through MyBiz Colorado.

    If you don't have a Revenue Online account, click the link below to get started.

     

    Press
    Enter
  • 12
    This is the account you use to pay unemployment insurance premiums.
    Press
    Enter
  • 13

    🤘 Rock on! 🤘

    You're set up to pay your insurance premiums.

    Press
    Enter
  • 14

    Never fear. 👌

    When you register your business through MyBiz Colorado, you'll receive an unemployment account number, which you'll use to get your UI account. 

    Not all employers will pay unemployment premiums - only those who meet specific requirements. For example, if you pay less than $20,000 to agricultural workers in a calendar quarter, you may be exempt from unemployment insurance premiums. You can see a chart of employer liability in the image below - click the image for the full chart.

    See even more at the link below:

    Press
    Enter
  • 15
    This insurance protects you if a worker is injured on your farm.
    Press
    Enter
  • 16

    Wow! 🤩

    You must know what you're doing! Great job protecting your employees and yourself.

    Press
    Enter
  • 17

    Let's get the ball rolling! 🎱

    Workers’ compensation insurance provides medical and lost wage benefits to workers who are injured on the job. All businesses with employees operating in Colorado are required to have workers’ compensation insurance:

    • regardless of the number of employees,
    • whether the employees only work part-time,
    • or if they are members of the same family.

    Workers’ compensation insurance is purchased by an employer from an insurance agent, much like liability or auto insurance. The cost of workers’ compensation insurance cannot be passed on to employees.

    Again, if you have one or more employees working for you in Colorado, you must have workers’ compensation insurance and maintain it at all times.  Failure to carry insurance could result in fines.

    There are over 500 insurance agencies who provide workers' comp in Colorado, but Pinnacol Assurance is required to provide it to any employer in the state. 

    You can search for other providers here, or use the quite readable website from the Colorado Department of Labor & Employment, link below.

    Press
    Enter
  • 18
    Press
    Enter
  • 19

    🏥 It's super important to have basic first aid supplies available. 🏥

    Anything can happen, so make sure you're prepared! 

    Here's a great article on creating a good first-aid kit. Some important things to consider:

    1. Get your employees' emergency contact info & keep it in the first aid kit.
    2. Ask if any employee is allergic to any medication or substance, and keep that list in the first aid kit, too.
    3. Also keep your worker's comp insurance info here, in case someone needs to go to the hospital or Urgent Care.
    Press
    Enter
  • 20
    Press
    Enter
  • 21

    It's important to create a simple plan and go over it with every employee. 🚑

    This can mean the difference between a severe injury that will keep your worker off the farm for weeks, or a quickly-resolved problem with less pain, suffering, and cost.

    Questions your plan should answer:

    1. Where is the nearest emergency room or urgent care center covered by your worker's comp insurance?
    2. When should a worker take themselves to get care?
    3. When should someone else take the worker to get care?
    4. Who should be notified about the emergency and how?
      • Farm manager/owner
      • Employee's emergency contact
    5. When the immediate danger has passed, what does the injured employee do next?
    Press
    Enter
  • 22
    Press
    Enter
  • 23
    Press
    Enter
  • 24

    Great! 😇

    All employers are required to report every employee working in Colorado to the Colorado State Directory of New Hires, within 20 days of the date of hire. 

    Sign up to report your new hires below.

    Press
    Enter
  • 25
    There are different implications for taxes depending on the answer.
    Press
    Enter
  • 26

    Fantastic! 💃

    As an employee, they'll be covered by minimum wage laws, overtime laws, and unemployment insurance requirements, and you'll need to have workers' comp insurance as well. You can go back through this form to see more about each of those topics.

    You'll need to have your employee fill out:

    • A W-4 form, which tells you about their wage withholding requirements
    • An I-9 form, which tells you that they are authorized to work in the United States.
    Press
    Enter
  • 27

    Extra cool! 🤙

    Make sure you understand the definition of an independent contractor, so you don't get in trouble if they are misclassified. 

    Example: you pay someone to come and fix your irrigation pump. They come when they have time, set their own pay, and bring their own tools. You don’t supervise their work or tell them how to fix the pump. This person is likely an independent contractor, and if you pay them more than $600 in the year, you’ll need to issue them a W-9 and 1099 at year’s end.

    Example: you hire someone to help you with harvesting your vegetables for market. You tell them to be at the farm at 6am on Friday, and that you’ll pay them $15 per hour. They use your tools to harvest the vegetables, and you train them to harvest in a certain manner. This person is likely an employee, and you are liable for minimum wage, overtime, workers’ compensation, and unemployment insurance for them.

    When in doubt, it’s wise to protect yourself from owing back taxes and unemployment insurance by assuming your new hire is an employee, not an independent contractor.

    You can learn more about the difference at this Farm Commons page. Let us know if you need more resources from Farm Commons! We can help you with our membership.

    Press
    Enter
  • 28

    No worries - it's actually pretty complicated. 🤯

    Classifying workers as employees or independent contractors depends on some "test factors". The US Department of Labor applies what’s called the “Economic Realities Test” when determining whether a worker is an independent contractor or an employee. Under this test, the primary inquiry is whether the worker is economically dependent upon the farmer, making her an employee, or is truly in business for herself, making her an independent contractor.

    Example: you pay someone to come and fix your irrigation pump. They come when they have time, set their own pay, and bring their own tools. You don’t supervise their work or tell them how to fix the pump. This person is likely an independent contractor, and if you pay them more than $600 in the year, you’ll need to issue them a W-9 and 1099 at year’s end.

    Example: you hire someone to help you with harvesting your vegetables for market. You tell them to be at the farm at 6am on Friday, and that you’ll pay them $15 per hour. They use your tools to harvest the vegetables, and you train them to harvest in a certain manner. This person is likely an employee, and you are liable for minimum wage, overtime, workers’ compensation, and unemployment insurance for them.

    When in doubt, it’s wise to protect yourself from owing back taxes and unemployment insurance by assuming your new hire is an employee, not an independent contractor.

    You can learn more about the difference at this Farm Commons page. Let us know if you need more resources from Farm Commons! We can help you with our membership.

    Press
    Enter
  • 29

    Rad! 😎
    Volunteers are great ... as long as you're a nonprofit organization.

    For-profit entities, even farms, cannot have volunteers. The harsh reality is that there’s no such thing as a “volunteer” for a for-profit business.

    Federal law defines an employee as someone who an employer directs or permits to work for her so the employer can retain a profit. Likewise, a for- profit operation is traditionally motivated by profits. Someone who does work at a for-profit farm is generally helping the farm meet that end. The fact that the worker isn’t paid is not relevant—the farm is being helped and the farm owner is permitting the work. That means the worker is an employee (unless they are an intern or independent contractor).

    Some farmers partner with nonprofits so that people can volunteer without exposing the farmer to risk. There is a great Farm Commons podcast about this with some examples.  

    You can learn more about the difference at this Farm Commons page. Let us know if you need more resources from Farm Commons! We can help you with our membership.

    Press
    Enter
  • 30

    🌟 Thanks for training the next generation! 🌟

    Did you know that just because you call someone an intern, it doesn't mean you can pay them less than minimum wage?

    However, if you want to call it an internship but you will treat the person exactly like an employee, that's fine.

    There are actually really strict rules about who qualifies as an intern. If you want to hire an intern and pay them less than minimum wage, here are the rules from the Department of Labor:

    1. The farm must provide training that is similar to a classroom educational experience
    2. The farm must get no immediate advantage from the operation of the internship
    3. The farm must have separate staff whose primary role is to run the internship program
    4. The internship may not be a trial period for a future paid position
    5. Experience is for the benefit of the intern, not the employer
    6. The intern understands that the position is unpaid or paid at less than the minimum wage

    Usually, internships paying less than minimum wage can only be legally operated by a nonprofit, or perhaps by a nonprofit in partnership with a farm – there are farms who do this successfully! There is a great Farm Commons podcast about this with some examples.  

    You can learn more about these issues at this Farm Commons page. Let us know if you need more resources from Farm Commons! We can help you with our membership.

    Press
    Enter
  • 31

    In case you need extra help classifying your workers, here's a handy flow chart.

    Pro tip: you can download it by right-clicking.

    Press
    Enter
  • 32
    Check all that apply.
    Press
    Enter
  • 33

    Check your answers! 🤓

    ❌ W-2: This is the form you submit at the end of the year to the IRS, the State, and to the employee (if you have an employee and not another type of worker).

    ✅ W-4: This is the form you have your employee fill out so you know how much to withhold from their paycheck.

    ❌ 1099: This is the form you submit at the end of the year to the IRS, and to the worker, if they are an independent contractor.

    ✅ I-9: Have every employee fill out this form. It is an "Authorization to Work" form, submitted with identification, and proves that it's legal for this person to work in the United States. Keep this form on file for 3 years, but you don't need to submit it anywhere.

    ❌ W-3: This is a "W-2 Transmittal form", and you send it in with your W-2s at the end of the year. Most payroll software will do this for you.

    ❌ 1040: Nope, this is what most people will fill out to do their individual income tax.

    ✅ W-9: This is a form that gives you someone's EIN or Social Security Number so you can submit a 1099 for them - this is for contractors.

    To sum up, the W-4 and I-9 are what you'll need for regular employees.

    Press
    Enter
  • 34
    You're doing great!
    Press
    Enter
  • 35
    Press
    Enter
  • 36

    Terrific! 🌈
    Colorado's minimum wage in 2023 is $13.65 per hour.

    You can read more about minimum wage at this CDLE page, or go ahead and dive into the Colorado Overtime & Minimum Pay Standards Order #38.

    Press
    Enter
  • 37

    Hmm, probably not. ❌

    Under the Colorado law known as the Agricultural Workers' Rights Act, or Senate Bill 87, agricultural employers are now required to pay minimum wage to all employees — there are no longer any exemptions. Here is a great presentation from the Colorado Department of Labor and Employment all about the new rules. Always plan to pay minimum wage.

    Press
    Enter
  • 38

    🥦  It's great to compensate people with housing and food,
    as long as you play by the rules. 🏡

    In-kind or non-cash wages, including housing and food, are taxable, just like wages, and you must keep detailed records. It's even more important if you are using in-kind wages to meet a minimum wage requirement.

    There are some exemptions for payroll taxes when noncash wages are paid to agricultural laborers. Because of the complexity of claiming this exemption, and because using the exemption carries the risk of an audit by the Internal Revenue Service, we strongly recommend that any farmer choosing to take advantage of the exemption seek the help of an attorney and/or accountant along the way.

    See this page and this publication from Farm Commons, and let us know if you need access - we can give it to you! Email flatironsyfc@gmail.com 

    Press
    Enter
  • 39
    Press
    Enter
  • 40

    ✨ Marvelous! ✨

    As long as you have a plan for how to keep track of hours, so that both you and your employee can agree how much they've worked, it can be pretty simple. 

    A quick search through your app store will give you a long list of programs that track time, and some bookkeeping and payroll software companies also offer time tracking.

    Press
    Enter
  • 41
    Press
    Enter
  • 42

     Top Notch! 🤑

    Whichever way you choose, make sure you keep accurate records of withholding taxes, dates you paid, and how much, so you and your employee can have that information for your year-end taxes.

    Many people find it easiest to use an online payroll service and directly deposit paychecks into employees' bank accounts. The record-keeping is done for you, and there's no need to hand out envelopes at the end of the day on Friday.

    Here's a listicle about payroll services:

    The 7 Best Payroll Services for Small Business of 2022 

     

    Press
    Enter
  • 43
    Press
    Enter
  • 44

    Manually? That sounds awful!

    Bookkeeper? That sounds expensive!

    Payroll software? That sounds complicated!

    But you gotta do it, and there's a right solution for everyone. Just make sure you know you're withholding the right amount for each of your employees.

    Press
    Enter
  • 45
    Press
    Enter
  • 46

    You have to do ALL this, and probably more things. 😂

    But these are the important ones for taxes.

    Press
    Enter
  • 47
    Press
    Enter
  • 48

    ⚠️ ⚠️ ⚠️

    Are you certain?? Absolutely positive?

    Make sure you know for sure that you are exempt from paying overtime. Many of the rules created by SB21-087 now require agricultural employers to pay at least some overtime.

    1. See this slide from the Colorado Department of Agriculture for more information, and contact an attorney to be certain you are paying overtime correctly.
    2. If 50% or more of your sales are direct to the public, you are considered a retail employer and you must pay overtime like any other employer. So, if most of your revenue comes from CSA or farmers market sales, you likely must pay normal overtime. This rule has been in place since the early 90's.
      • This means you pay 1.5x the worker's hourly rate after they have worked 12 hours in one day or 40 hours in one week (this is commonly know as "time-and-a-half").
      • Example: You employ someone at $14/hr, and they generally work from 7am to 5pm, or 10 hours per day. After approximatey their 4th day of work in one week, you will be required pay this person $21 per hour ($14+$7=$21).
    3. Also recall that if you have workers who do non-agricultural work, even a little bit, they are not agriculural workers and are entitled to normal overtime pay. For example, if a worker usually harvests and washed produce at your farm throughout the week, but on Saturday they do retail sales at the farmers market, they are a normal employee and must be paid at normal overtime rates.
    4. If you truly are a wholesale farm, making most of your revenue from sales to other businesses, you are also required to pay overtime in the future. As of November 1, 2022, all agricultural employers must pay time-and-a-half after a worker exceeds 60 hours in one week.
    5. In 2023 and beyond, further rules apply to different categories of employers:
      • Highly seasonal (a formula is used to determine if you are HS)
      • Small (employing on average 4 or fewer workers and you have revenues of less than $1 million per year).
      • Non-highly seasonal - all other employers.
    Press
    Enter
  • 49

    💯 💯 💯

    That's great!

    Make sure you know for certain how to categorize yourself so you are paying overtime correctly. 

    1. See this slide from the Colorado Department of Agriculture for more information, and contact an attorney to be certain you are paying overtime correctly.
    2. If 50% or more of your sales are direct to the public, you are considered a retail employer and you must pay overtime like any other employer. So, if most of your revenue comes from CSA or farmers market sales, you likely must pay overtime. This rule has been in place since the early 90's.
      • This means you pay 1.5x the worker's hourly rate after they have worked 12 hours in one day or 40 hours in one week (this is commonly know as "time-and-a-half").
      • Example: You employ someone at $14/hr, and they generally work from 7am to 5pm, or 10 hours per day. After approximatey their 4th day of work in one week, you will be required pay this person $21 per hour ($14+$7=$21).
    3. Also recall that if you have workers who do non-agricultural work, even a little bit, they are not agriculural workers and are entitled to normal overtime pay. For example, if a worker usually harvests and washed produce at your farm throughout the week, but on Saturday they do retail sales ar the farmers market, they are a normal employee and must be paid at normal overtime rates.
    Press
    Enter
  • 50

    💯 💯 💯

    That's great!

    Make sure you know for certain how to categorize yourself so you are paying overtime correctly. Pay of 1.5x the worker's hourly rate after 40 hours per week or 12 hours per day is the strictest way to calculate overtime, so you should be golden.

    See this slide from the Colorado Department of Agriculture for more information, and contact an attorney to be certain you are paying overtime correctly.

    Press
    Enter
  • 51

     💸 Totally get it. 💸

    Overtime pay is required in various circumstances for agricultural employers. If you can't afford it, be sure your employees are working under the threshold of the number of hours per day, or week, that requires overtime pay. 

    1. See this slide from the Colorado Department of Agriculture for more information, and contact an attorney to be certain you are paying overtime correctly.
    2. If 50% or more of your sales are direct to the public, you are considered a retail employer and you must pay overtime like any other employer. So, if most of your revenue comes from CSA or farmers market sales, you likely must pay overtime. This rule has been in place since the early 90's.
      • This means you pay 1.5x the worker's hourly rate after they have worked 12 hours in one day or 40 hours in one week (this is commonly know as "time-and-a-half").
      • Example: You employ someone at $14/hr, and they generally work from 7am to 5pm, or 10 hours per day. After approximatey their 4th day of work in one week, you will be required pay this person $21 per hour ($14+$7=$21).
    3. Also recall that if you have workers who do non-agricultural work, even a little bit, they are not agriculural workers and are entitled to normal overtime pay. For example, if a worker usually harvests and washed produce at your farm throughout the week, but on Saturday they do retail sales ar the farmers market, they are a normal employee and must be paid at normal overtime rates.
    Press
    Enter
  • 52
    Press
    Enter
  • 53

    Thank you for taking care of your people! 🤒

    Under Colorado's Healthy Family Workplaces Act, for every 30 hours an employee works, an employer must provide 1 hour of paid sick leave, with a maximum of 48 hours per year (but employers can be more generous). This rule applies to ALL employers and ALL employees.

    During the COVID-19 Public Health Emergency, employers must immediately provide 80 hours of paid sick leave for employees working 40 or more hours per week, or for part-time employees, provide 2 weeks’ worth of hours of paid leave.  For example, an employee who works 30 hours per week must be provided 60 hours of paid leave for COVID-related health issues.

    COVID-related needs include:

    • Illness with COVID symptoms
    • Quarantining or isolating due to COVID exposure
    • COVID testing
    • Vaccination and side effects
    • Inability to work due to health conditions that may increase susceptibility or risk of COVID
    • COVID-related needs of family (illness, school closure, etc.). 

    Employers cannot require documentation from employees to show that leave is for COVID-related needs. 

    Press
    Enter
  • 54

    Not so fast, Speedy! 🚀

    Under Colorado's Healthy Family Workplaces Act, for every 30 hours an employee works, an employer must provide 1 hour of paid sick leave, with a maximum of 48 hours per year (but employers can be more generous).

    During the COVID-19 Public Health Emergency, employers must immediately provide 80 hours of paid sick leave for employees working 40 or more hours per week, or for part-time employees, provide 2 weeks’ worth of hours of paid leave.  For example, an employee who works 30 hours per week must be provided 60 hours of paid leave for COVID-related health issues.

    COVID-related needs include:

    • Illness with COVID symptoms
    • Quarantining or isolating due to COVID exposure
    • COVID testing
    • Vaccination and side effects
    • Inability to work due to health conditions that may increase susceptibility or risk of COVID
    • COVID-related needs of family (illness, school closure, etc.). 

    Employers cannot require documentation from employees to show that leave is for COVID-related needs. 

    Press
    Enter
  • 55
    Press
    Enter
  • 56

    SB21-087 has rules about ALL these things!

    The rules are quite specific. Read through this Fact Sheet from the Rocky Mountain Farmers Union for an overview.

    Some important points to know:

    • Workers must receive a 30 minute uncompensated meal break for every shift of 5 hours or more.
    • Use of the short-handled hoe is prohibited.

    There are specific exemptions for small, highly-seasonal, and organic farmers for certain of these rules. If you believe you are exempt and choose not to comply with these rules, speak with an attorney to be sure you are minimizing your risk of being sued.

    Many of these rules were created to protect workers on large farms whose owners are not involved in day-to-day work. However, they still apply to small farms and farmers, though sometimes they may not make a lot of sense. 

    Press
    Enter
  • 57
    Press
    Enter
  • 58

    No worries; there's a lot to know. 🎓

    FAMLI is the Family and Medical Leave Insurance Program, which was instituted by popular vote in November 2020. 

    Employers and their employees are both responsible for funding the program and may split the cost 50/50. The premiums are set to 0.9% of the employee’s wage, with .45% paid by the employer and .45% paid by the employee. Employers may also elect to pay the full amount if they choose to offer this as an added perk for their employees.

    Businesses with 9 or fewer employees do not have to contribute to the program, but do need to remit their employees' share (.45%) of premium payments on their behalf each quarter. This can be done through a simple payroll deduction. Employers will start taking this deduction in January, 2023.

    Learn More About FAMLI

    Press
    Enter
  • 59

    Great! Sounds like you're on top of it. 🎓

    FAMLI is the Family and Medical Leave Insurance Program, which was instituted by popular vote in November, 2020.

    Employers and their employees are both responsible for funding the program and may split the cost 50/50. The premiums are set to 0.9% of the employee’s wage, with .45% paid by the employer and .45% paid by the employee. Employers may also elect to pay the full amount if they choose to offer this as an added perk for their employees. Employers should start deducting and planning for this premium in January, 2023.

    Learn More About FAMLI

    Press
    Enter
  • 60

    Sounds like you're on top of it. 🎓

    Remember, you do still have to make a payroll deduction on behalf of your employees, even if you're a small employer.

    FAMLI is the Family and Medical Leave Insurance Program, which was instituted by popular vote in November 2020. 

    Employers and their employees are both responsible for funding the program and may split the cost 50/50. The premiums are set to 0.9% of the employee’s wage, with .45% paid by the employer and .45% paid by the employee. Employers may also elect to pay the full amount if they choose to offer this as an added perk for their employees.

    Businesses with 9 or fewer employees do not have to contribute to the program, but do need to remit their employees' share (.45%) of premium payments on their behalf each quarter. This can be done through a simple payroll deduction. Employers will start taking this deduction in January, 2023.

    Learn More About FAMLI

    Press
    Enter
  • 61
    Press
    Enter
  • 62

    Race, Sex, and Gender Identity Discrimination; Sexual Harassment

    🤙🏿 🌈 👍🏻 👩🏿‍🌾 🐬 👌🏽 👩🏾‍🌾 ✌🏼 👋🏾 👨🏽‍🌾 🦄

    Though we're giving these topics short shrift here, they are incredibly important for your farm and the health of the farming community. Understanding what constitutes discrimination and sexual harassment will make you much less likely to be sued, and much more likely to have a diverse and resilient farm.

    Take a look at our Resources document as a starting point.

    Anti-Discrimination Resources

    Press
    Enter
  • 63
    Press
    Enter
  • 64

    👑  Magnificent! 👑

    You'll probably end up using some combination of these methods. Below, find some guidelines around choosing a communication method:

    1. Whatever you choose, make sure it is accessible and usable for you and your employee(s), and ask their preferences! 
      • They won't use a cloud list if they don't understand Google Drive, or if they don't want to be on their phones or computers.
      • If people are visual learners, just hearing a list of tasks in the morning may not be effective for getting it done.
    2. Beware of having folks use their personal phones or computers without compensating them for their costs. 
    3. Create explicit boundaries around work communication and make sure both you and your employee(s) agree. 
      • For example: "No texting after 7pm"
    4. Try to stick with a method of communicating and use it consistently.
    5. Reevaluate your communication systems regularly.
    Press
    Enter
  • 65
    Press
    Enter
  • 66

    📖  Cool cool cool! 📖

    Even if your operation is small, there are certain ways you like things done, and certain places you need your employees to know about. It's good to think about these things before your employee starts and figure out how you'll communicate with them.

    1. An employee handbook is a great goal for the farm, even if you don't think you need one just yet. Having things written down makes them easy to refer back to. But always reinforce your handbook, because folks won't absorb everything from one reading.
      • See this example handbook for tips on what to include!
      • Farm Commons also has tips on handbooks, and a podcast about it!
    2. In person farm tours and training are probably among the most effective ways of communicating, but understand that a new employee probably won't be able to retain all the information you give them after just one conversation. Yet another reason to write things down.
    3. Learning by doing is great! You'll certainly be doing some of this, but consider using some of the other strategies to make things clear and easy for employees.
    4. Woohoo! SOPs are a great starting place as you craft your employee handbook. Ben Hartman's Lean Farm book has some great tips for writing clear, effective SOPs. 
      • Here's an awesome suggestion: Have the people who will use the SOPs help write them, so the SOPs are clear to everyone.
    Press
    Enter
  • 67
    Press
    Enter
  • 68

     🦄  Phenomenal! 🦄

    Job descriptions add clarity to farm tasks and procedures, helping to avoid confusion and potential disagreements about the work at hand, and delineating who is responsible for those tasks. This can also improve working relationships and keep things running smoothly for all employees, and even for your business partners.

    Having a good job description will also help you search for and find the right employee.

    Check out this link for a clear and effective sample job description.

    Press
    Enter
  • 69

    ✏️  Let's get writing! ✏️

    Job descriptions add clarity to farm tasks and procedures, helping to avoid confusion and potential disagreements about the work at hand, and delineating who is responsible for those tasks. This can also improve working relationships and keep things running smoothly for all employees, and even for your business partners.

    Having a good job description will also help you search for the right employee.

    Check out this link for a clear and effective sample job description.

    Press
    Enter
  • 70
    Press
    Enter
  • 71

    Here are some thoughts on these outlets:

    ⚠️  Craigslist is.... full of interesting people. Just beware because you might get more than you bargained for :)

    ✅ Word of mouth is likely the best way to find quality candidates, since they'll be in your area and in your network.

    ⚠️ Indeed is a fine place to start, but be aware that you're casting a wide net and this search tool isn't necessarily where farm job seekers go to look.

    ⚠️ Who reads the paper? j/k maybe online this would be a good place to advertise; or maybe look for publications or email newsletters specific to your industry to advertise in.

    ✅ Your social media followers likely are interested in your industry and may know people who would be a good fit for the job.

    ✅ ATTRA is easy and cheap! Many great young farmers look for jobs there. Good Food Jobs is another fine place to advertise depending on your job and your market, though it is a bit more expensive. 

    Other local choices for advertising your position:

    1. Flatirons Young Farmers Coalition Google group
    2. Mile High Farmers
    3. Larimer County Farmers Alliance Google group
    4. comfoodjobs
    5. High Country News  - $40 minimum web ad
    6. Mad Ag
    7. Quivira Coalition
    8. CSU/CU / other colleges: Handshake

     

    Press
    Enter
  • 72
    Press
    Enter
  • 73

    Each of these are good strategies! 🎯

    Most employers go through a two-step process, first by eliminating folks who don't meet requirements through their resume, and then getting to know more suitable candidates through phone or in-person interviews. 

    1. Remember when reviewing resumes to keep your eye on the prize. Even if a resume isn't formatted correctly, or if there are spelling mistakes, ask yourself: "Does that quality matter in the position I'm hiring for?" Don't pass up a great candidate because their resume isn't polished, unless you're hiring someone to format resumes for your business.
    2. Try to give every candidate an equal chance, and equal amounts of your attention. For example, if you do a phone interview and a working interview with one candidate, offer that chance to others, too. 
    3. It can be helpful to "weed out" applicants during the application process by providing specific instructions for submitting their documents. You could write, "Please include your name, phone number, and years of experience in the body of your email, and use the subject line 'New farm position' to apply." Then, if folks don't follow these instructions, they might not be a good fit (if you're looking for people who follow written instructions!).
    Press
    Enter
  • 74
    Press
    Enter
  • 75

    It's never too early to start thinking about this, and there's no one right way to go about it. 💡

    Having a career path clearly outlined can help employees (and you!) know what to expect, and what you each hope to achieve from their time at your farm.

    It may help them to know, for example, that there are three positions at your farm: intern, field hand, and manager, and once they've spent 2 seasons as a manager, they're "cooked" - there's no further upward mobility on your farm. But it may help you retain employees over those multiple seasons, since there's a clear path to a goal.

    Or you may find that a certain employee has you rethinking your own career path and how you can share your responsibilities; maybe this person can become a business partner, or maybe they are motivated to increase profits if you offer profit-sharing.

    Investing in your employees through training or workshops can be a great way to increase retention, while simulatenously increasing that person's value to your business.

    Press
    Enter
  • 76

    How to Boss 👔

    Huh?

    What we mean is, how can you be a great farm leader? Becoming an employer requires us to pay attention not only to our plants, animals, soils, and business, but to other people; this can be one of the hardest parts of farming, and arguably one of the most important.

    In our How to Boss workshop, we asked local farmers how they train themselves to be good leaders, how they communicate with staff, and how they resolve conflict. We gained a lot of knowledge from them, and you can find a recording on our website, in video and audio formats.

    You can also find excellent resources on communication, creating a culture of celebration and belonging, building healthy workplaces, and keeping folks farming longer, in this folder from our facilitator, Hannah Perez-Postman.

    Press
    Enter
  • 77
    Press
    Enter
  • 78

    🏆 Summary of Resources! 🏆

    When you submit this form, you can choose to have a copy emailed to you so you can refer back. Or, feel free to go through the exercise as many times as you want!

    1. Farm Commons - Let us (FYFC) know if you need access to any materials.
    2. Checklist of Legal Obligations When Hiring Farm Employees
    3. Get in touch with FYFC:
      • Website
      • Email
      • Google Group (great resource!)
      • Facebook
      • Sign up for our newsletter
    4. FYFC YouTube Channel featuring our recorded workshops
    5. FYFC Video & audio versions of the workshops
    6. How to Hire & Pay Workshop Resources Folder
    7. How to Boss Resources Folder

    All the other links in this form:

    MyBiz Colorado: Register as a business in CO 

    Get an FEIN

    Revenue Online: Colorado's tax website

    My UI Employer: Unemployment Insurance

    Worker's Compensation Insurance

    Tips about First Aid Kits

    New Hire Reporting Center

    Farm Commons Podcasts

    Hiring Farm Workers Basics from Farm Commons

    Minimum Wage Law in Colorado

    COMPS Order #38: Everything about wages in CO

    Presentation about the Ag Workers' Rights Bill (SB21-087) from the Colorado Department of Labor & Employment

    Farmer's Guide to In-Kind Wages from Farm Commons

    In-Kind Wages: More info from Farm Commons

    Overtime Requirements: Summary slide from the Colorado Department of Labor & Employment

    Healthy Family Workplaces Act: Sick Leave Requirements

    Fact sheet about the Ag Workers' Rights Bill (SB21-087) from the Rocky Mountain Farmers Union

    FAMLI Program - paid family leave

    Anti-Discrimination Resources

    Example Farm Employee Handbook

    The Lean Farm by Ben Hartman

    Sample Job Descriptions

    Press
    Enter
  • Should be Empty:
Small Farmer's Road Map to Hiring Employees
[Edit]
Question Label
1 of 78See AllGo Back
close