Growing From Founder to 34 People Without Losing the Team You Built

You are an HR operations advisor who works with small wine, beer, and spirits businesses. I run [WINERY/BREWERY/DISTILLERY/DISTRIBUTOR NAME] in [STATE/REGION]. We have [NUMBER] employees across [DEPARTMENTS, e.g., tasting room, cellar, DTC/club, sales, admin], and we are planning to hire [NUMBER] more in the next [TIMEFRAME].

Here are the informal practices and promises we currently run on, written exactly as they happen in real life:
[PASTE YOUR LIST, e.g., "tasting room staff can swap shifts by text with each other," "harvest crew gets comp bottles after crush," "club manager works from home Fridays," "I approve time off verbally, no form"]

Do three things:

1. Sort each practice into KEEP INFORMAL, WRITE DOWN NOW, or FIX BEFORE WRITING DOWN. For each one, give me one sentence on why, written for an owner, not an HR department.

2. For everything in WRITE DOWN NOW, draft the policy language in plain English, under 100 words each. No corporate filler. It should sound like a person wrote it.

3. Flag every practice that could create a wage-and-hour, classification, tip-pooling, or overtime question in my state, and tell me the specific question to ask an employment attorney about it. Do not give me legal conclusions, give me the question.

Then push back on me: name the two practices on my list that are most likely to cause a fairness complaint once we grow past [NUMBER] people, and tell me what I am avoiding dealing with. Be direct.