Refusal to becoming a corporate slave in the food industry

 
Let me first preface this post by saying that I am a 22 year old, recent associate's degree graduate that has been thrown into the wolves. I have spent the past four years of my life under corporate rule as a shoeseller in the women's shoe department at Carson Pirie Scott, as a bookseller and barista at Borders Inc., and as a cashier at Ulta Cosmetics.
 
This year, I took on the responsibility of becoming a manager at one of my family's limited chain of bakeries. I've been going beyond my job by establishing a much more organized and efficient financial system, handling employee issues with a leveled head, running personal errands for my aunt and uncle (who own the bakery), helping with inventory/orders, tending to customers, facilitating communication between the kitchen and front, etc. So far, I feel as though my efforts have made a positive impact on everyone that I have helped and encountered, despite my lack of experience and familiarity with this job. I prefer this close-knit, independent environment over the incredibly formal, distant, and politically/personally controversial atmosphere that I've experienced while working under a corporate roof.
 
Alas, my uncle came up to me with a packet from the ADP Human Resource program, which he received at a meeting with an ADP representative. The packet contained threatening statistics of employee cases that have gone to court, as well the frighteningly large sums of money that companies and businesses have lost over these cases. My uncle seemed pretty convinced that having ADP unveil a system (with a monthly charge) will benefit this bakery. He has been working on opening up a number of chains (completely separate from this one) under another company and has been seriously considering hiring a slew of companies to keep the corporate growth going. I, however, value this bakery, and refuse to make the impulsive decision to hand over the dignity of our bakery to a company that I don't trust. I believe it is our bakery, therefore we have the right to run it the way we see ethically fit, while still keeping in consideration of legal problems that may arise. I understand the importance of protecting employees' rights, as well as employers' rights, but there must be alternative, more affordable ways to have administrative efficiency.
 
I know you restaurant owners out there have a lot more experience than I do, and I figured this was the place to go to gain some advice, perspective, and suggestions. What are the most effective ways to run a business when it comes to HR? How have you done it?

First of all, welcome to Roadfood, where I'm sure restaurant professionals will be able to provide some insights you'll find useful.
 
If it is your uncle's bakery, and he has decided to go with ADP, then I can't imagine what you can do to stop it. They put on a fine show, and their services -- at least payroll and benefits management -- are known to be helpful.  In this case it would appear they are using fear of discrimination lawsuits (which is often a real problem) as the tool to hook your uncle.
 
Good luck.

Business is formal. Especially when working with or for family.

I've owned a small business for a number of years in Houston (20 employees or less), my accountant recommended, and I really support outsourcing your payroll.  I never want to have to worry about the payroll taxes, and messing up with the IRS.  It is well worth the $20-$30 per payroll.  I really support your Uncle's idea.  Don't worry about keeping payroll for yourself. 

A couple of small businesses for whom I consult have used ADP for years, and they are quite happy with it. At the very least, you should get a break on health insurance.
 
Bart

As a serial entrepreneur who owns 4 businesses at the moment but came from a corporate background, let me share a bit -
 
1) Many vendors will approach a business with a product that they sell and rely on FUD (Fear, Uncertainty & Doubt) to get the buyer motivated.  This is generally done when it is a well known brand that leads in an important industry and wants to protect high margins.  IBM used to use FUD almost exclusively in the 80s and 90s and would whisper to corporate IT types over lunch "Just remember - no one ever got fired for buying IBM".
 
2) There are serial lawsuit filers out there cleverly disguised as job applicants.  My restaurant manager recently fired a guy after working for us for 3 days when he learned the guy was going to different employees telling the employees "you know you could sue for that - my brother in law is an attorney ..."   I found a "misrepresentation" on the guy's application, so firing him was easy.  Still got a call from his brother in law (along with a threatening letter sent by registered mail).  Fortunately I know a bit about the law and had no problem telling the guy he was full of **** and that he should file a suit so I can get him disbarred.  I know the legal jargon, keep a copy of Black's Law Dictionary handy (every business owner should) and know that most filed lawsuits are frivolous and never make it to trial let alone discovery.
 
3) You are young and ambitious and you care.  That is great.  But there is a saying that I learned early on in life - "If the young only knew / if the old only could do".  It is quite an accomplishment to start up and run a food business.  The margins are low, the risks are high and the hours are long and the vast majority of people who try fail.  So your family members who got this business running prior to you joining are worthy of a lot of respect.  Feel honored that they value your contributions.  So in discussing the ADP I'd try to bottle up your feelings about your own prior employment and "corporate slavery" and just try to cast the decision in the most non-emotional way possible.  If the ADP rep scared your Uncle, ask him if any of these scary things that ADP talks about have happened to him in the past (they probably didn't).  Ask him why.  Ask him what aspect of what you are planning to do make dealing with employees different than they are now.  In other words, take the ball out of ADP's hands a bit by making this a non-emotional decision.  If you have employees that are loyal and committed to this family run business then that is a culture that is part of your success, and expansion will benefit from promoting that same culture with new employees at new locations.  Your Uncle already knows this - the ADP rep simply has him not thinking about it IMO.