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Will You Add? - The Employee Manual: Mechanism for Avoiding Expensive Employee Disputes
An awful lot has been said lately about Six Sigma and its abilities to bring out the full potential in any business or organization. However, the aspect – other than money – that most frequently causes a company to stop in its tracks when confronted with the option of taking on a Six Sigma strategy is the fact that it requires such a substantial leadership commitment.This being said, leadership doesn’t just mean the people at the top of the company hierarchy. Leade
The problem with this approach is that complaints or disputes with employees invariably will arise in a whole range of areas, including matters such as absenteeism and tardiness, vacation and sick leave, performance and salary reviews, termination of employment, and harassment, to name a few. If an employer has not established clear written policies regarding
Today, all over the world there are major deals and transactions occurring that can in due course change a company’s positioning power or simply have a detrimental affect on their earning per share for investors. Some countries, even third world countries are beginning to play a major role in the distribution of goods and services to world markets. Some major US companies are moving abroad and repositioning their business philosophy congruent in remaining competitive. With
Workers are turning to the courts in growing numbers with such claims as wrongful termination, discriminatory treatment, unsafe working conditions, and harassment. Employers, sobered by huge jury awards, are increasingly coughing up thousands of dollars to settle even minor disputes. The economic effect of an employee lawsuit can be particularly devastating on a small company.
Although there is no magic potion for eliminating employee disputes, a company can minimize the costly headaches by maintaining sound personnel practices. At the heart of such practices is the employee manual.
A well-written and carefully used employee manual can reduce the risk of lawsuits and can be a company’s first line of defense when disputes do arise. In addition, an employee manual puts employees on notice as to workplace rules and provides guidance to supervisors and managers in implementing policies.
The lack of an employee manual often results in ad hoc decision making, inconsistent treatment of employees, and misunderstandings and confusion as to personnel policies. In some cases, it may even lead to inadvertent violations of the law, resulting in unnecessary penalties and liabilities.
Small companies, in particular, frequently neglect to establish formal personnel policies. Not having the luxury of a separate personnel administrator or personnel department, a small employer often takes the attitude, “I’ll deal with personnel problems if and when they come up.”
The problem with this approach is that complaints or disputes with employees invariably will arise in a whole range of areas, including matters such as absenteeism and tardiness, vacation and sick leave, performance and salary reviews, termination of employment, and harassment, to name a few. If an employer has not established clear written policies regarding
Every office is different and subscribes to different needs under even a single product category.However, it is not always possible for the managers to track and answer all the minute details of the needs of employees in a comparatively bigger office. We admit that it is not an easy task to operate.Say, an office needs some tapes. Is this much information enough to get the job done! There are, Clear Tape, Double Sided, Drafting Tape, Adhesives and Litho Tape,
Although there is no magic potion for eliminating employee disputes, a company can minimize the costly headaches by maintaining sound personnel practices. At the heart of such practices is the employee manual.
A well-written and carefully used employee manual can reduce the risk of lawsuits and can be a company’s first line of defense when disputes do arise. In addition, an employee manual puts employees on notice as to workplace rules and provides guidance to supervisors and managers in implementing policies.
The lack of an employee manual often results in ad hoc decision making, inconsistent treatment of employees, and misunderstandings and confusion as to personnel policies. In some cases, it may even lead to inadvertent violations of the law, resulting in unnecessary penalties and liabilities.
Small companies, in particular, frequently neglect to establish formal personnel policies. Not having the luxury of a separate personnel administrator or personnel department, a small employer often takes the attitude, “I’ll deal with personnel problems if and when they come up.”
The problem with this approach is that complaints or disputes with employees invariably will arise in a whole range of areas, including matters such as absenteeism and tardiness, vacation and sick leave, performance and salary reviews, termination of employment, and harassment, to name a few. If an employer has not established clear written policies regarding
When you are submitting a medical billing claim to an insurance carrier, probably the most important item as far as the carrier is concerned, is the item being billed. When all is said and done, that item is what is going to determine whether or not that claim gets paid. Why? Because even if an item is proven to be needed by the patient, if it is prescribed by a doctor who is not authorized to dispense that item, the claim itself will still be denied. What does this hav
The lack of an employee manual often results in ad hoc decision making, inconsistent treatment of employees, and misunderstandings and confusion as to personnel policies. In some cases, it may even lead to inadvertent violations of the law, resulting in unnecessary penalties and liabilities.
Small companies, in particular, frequently neglect to establish formal personnel policies. Not having the luxury of a separate personnel administrator or personnel department, a small employer often takes the attitude, “I’ll deal with personnel problems if and when they come up.”
The problem with this approach is that complaints or disputes with employees invariably will arise in a whole range of areas, including matters such as absenteeism and tardiness, vacation and sick leave, performance and salary reviews, termination of employment, and harassment, to name a few. If an employer has not established clear written policies regarding
Applying for a Business visa is a major undertaking especially if you are thinking of relocating your business in Canada. One of the main processes to start the ball rolling is to be able to prove that the funds you have available are not the proceeds of crime. Any applications have to be made from the country of residence of the applicant.People who are experienced in business matters or have sufficient funds for investment could qualify for a Business Visa. They ar
Small companies, in particular, frequently neglect to establish formal personnel policies. Not having the luxury of a separate personnel administrator or personnel department, a small employer often takes the attitude, “I’ll deal with personnel problems if and when they come up.”
The problem with this approach is that complaints or disputes with employees invariably will arise in a whole range of areas, including matters such as absenteeism and tardiness, vacation and sick leave, performance and salary reviews, termination of employment, and harassment, to name a few. If an employer has not established clear written policies regarding
Picture this. You're sitting in your office working. The phone rings and caller ID tells you it's your biggest client. You grab their file so you can get the information needed to do the last part of your assignment. You pick up the phone and start talking. Then it happens. You child comes running into your home office crying about a lost toy. What do you do now?Working from home sounds like a wonderful compromise for the mother of a young child. You can save the cos
The problem with this approach is that complaints or disputes with employees invariably will arise in a whole range of areas, including matters such as absenteeism and tardiness, vacation and sick leave, performance and salary reviews, termination of employment, and harassment, to name a few. If an employer has not established clear written policies regarding such issues and consistently applied those policies, a disgruntled current or former employee will be in a strong position to successfully challenge the company in court or before the Labor Commissioner, exposing the company to potentially major liabilities.
By taking a proactive approach and defining its personnel policies before disputes arise, a company not only avoids charges of arbitrariness and bias, but also gains greater control over the workplace. Instead of simply responding to personnel problems one by one as they arise, a company can use an employee manual to take the initiative in establishing rules and setting priorities for its workers. Employees, meanwhile, are alerted as to what is expected of them.
To maximize the benefits of an employee manual, an employer should take the time to carefully go through the manual with all new employees. In addition, feedback from employees should be encouraged to identify policies that are confusing or outmoded.
By establishing and following a good employee manual, a company can ensure that it meets legal requirements and provide a basis for resolving misunderstandings or disputes with employees. When forced into court, such a company also will be in a much stronger position to defend itself.
Moreover, a company that maintains a well-designed employee manual can expect improvements in employee morale and efficiency. Workers who feel that they are being treated fairly and consistently are likely to be more loyal and more productive.
In sum, establishment and maintenance of a good employee manual is preventive medicine of the best kind and will
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