Big companies have Human Resources. As small business owners we have our experience. It also helps if we think through situations before they arise. Too often we wait until a problem comes up and we are under pressure to deal with it immediately. The decision you make can be clouded by the individual impacted or the emotions of the moment rather than making the decision in the best interest of the company and the employee.
In individual articles we will discuss developing policies for employee situations from sick leave and jury duty to sexual harassment. These policies need to be in writing and copies and updates given to each employee as well as new hires.
Not only will written employee policies make uncomfortable situations easier to handle they will also assure a more uniform treatment of employees. It will also avoid misunderstanding and even legal action.
Some policies you may need to run by your attorney as regulations and laws may vary from state to state.
You should also develop procedures for processing employees when they are hired and when they are terminated. These procedures while part of the discussion should not be included in the employee manual that is distributed to the employees.
In this blog any all discussions relating to the employee manual will have the logo shown at the beginning of this page.
Working on the policies may not be fun but it will reduce stress later.
All original content ©Thomas Robinson 2010
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