Managing employees also means managing risk. Unhappy employees may start legal actions; so may former employees. Issues can include discrimination, sexual harassment, wrongful termination, or complaints for back pay or overtime. Many business owners and managers do not have basic policies and procedures in place to protect their business in such cases. Implementing some simple personnel policies will greatly reduce the risk of costly litigation.
Here are some questions to guide you:
- Do I have an “employment at will” statement?
- Do I have an Employee Handbook?
- Do I have legally required labor law posters in a prominent place?
- Do I have a Progressive Discipline Policy?
- Do I document employee performance?
- Do I train my managers in the basics of communication and handling employee concerns?
- Do I have Employment Practices Liability Insurance?
Implementing these policies will reduce your risk exposure and potential costs. These concepts are laid out in much more detail in my book, 7 Best Practices For Effective Human Resource Management: Hire the Right People and Create the Rules to Get the Best Results From Your Employees
If the above is a concern to you and you do not have an Employee Handbook, or yours needs updating, please get my Employee Handbook template. It is a great value and has 90 complete polices that will benefit you and your company.