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Unethical situations at work can wreak havoc upon a business. Whether it is an issue such as inappropriate behavior or stealing, unethical behavior causes dissension among employees and can threaten the integrity of an entire organization. Unethical situations have wide ranging ramifications from employee terminations to legal action. Whatever position you hold at work, it is imperative that you fully expose unethical situations in a timely and confidential manner.
Changes in the workplace have the potential to scare people. If your company's planning to introduce a radical shift in policy that's going to have a significant effect on your employees, it's important that you mange the communication of your new ideas carefully. Allowing rumor and conjecture to develop can be bad for staff morale and your management's authority. You'll want to make sure you provide as much information as possible about your planned changes and be confident that your staff fully understands what you're trying to do.
The integration of mobile technology such as smartphones, laptop computers and Internet-enabled tablets into society has blurred the lines between work and personal time for employees across a wide range of industries. Companies commonly expect employees to make themselves available outside of their normal work schedules to address problems and take advantage of short-term opportunities. In some cases, on-call pay may be an appropriate method of compensating employees for increased availability.
In March 2011, the Florida State House and State Senate passed bills that will tie public school teachers' pay to students' performance in the classroom. Gov. Rick Scott, who made merit-based pay a part of his campaign for governor, signed the bill (SB 736) into law on March 24, 2011. The "Student Success Act" was the very first bill Governor Scott signed into law. The new system requires change to pay scales in many districts, which based pay on years of service.
If you have the authority to change company policy, you have the responsibility to announce new policies to your employees. This is especially important regarding changes to security, such as the wearing of an identification badge. Informing your employees and giving them time to adjust to the policy is the key to integrating it with minimal problems, so make sure that the message is received. Do this by communicating with you employees in a variety of methods -- this way, you are sure that the message has been received.
There are times during the workday when an employee needs to take a break, but whether she gets paid for the break depends on her employment contract. There are no federal labor laws that require employers to provide work breaks or meal breaks for their employees. Some states have laws that require an employer to make time for employees to eat meals, but the employer is not required to compensate the employee for the mealtime.
Though it's never a comfortable confrontation when employers are forced to let staff members go. However, if you know the correct way to discharge an employee you can alleviate some of the pressure and protect yourself legally. Knowing how to present the unfortunate news, appropriate documentation and final exiting options can make the procedure a bit less painful for all parties involved.
Whether an employee's on-call time is compensable depends on the circumstances. Neither Pennsylvania nor the federal government has a statute that requires all employers to pay employees who are on call. Instead, the laws contain provisions for circumstances that entitle the employee to payment while detailing circumstances in which the employer has no obligation to pay for the time. The determination can also affect whether the employee receives overtime pay.
Employee support policies, sometimes called employee assistance programs, are offered by many companies to help associates with personal problems. This type of assistance provides help with health care issues, substance abuse problems, mental health issues, family care problems and financial and legal concerns. Programs and coverages vary by company and are usually operated in conjunction with a health care plan. Personal problems often carry over into the workplace, and many corporations have discovered the value of implementing these plans to improve employee performance.
Developed by American psychologist B.F. Skinner, the reinforcement theory states that consequences influence an individual's behavior. Consequently, an employee will choose her behaviors based on past personal or experienced outcomes of the same behavior. Reinforcement within the workplace can shape employee behavior by connecting the outcome of an action to a positive or negative consequence.
Managers strive to motivate employees and harness the benefits. Psychologists and management experts have developed theories and approaches for this. Reinforcement theory prescribes using behavioral positive and negative reinforcement techniques as well as extinction -- the elimination of rewards. By considering what prompts people to perform, managers can construct systems that guide employee decisions. Employee performance evaluations are one place where managers can apply reinforcement theory.
All workers have basic rights on the job that state and federal laws protect. However, workers also take on responsibilities to their employers and colleagues when they accept job offers. Some of a worker's responsibilities are matters of policy, while others fall under general guidelines for ethical behavior.
The resignation of a beloved coworker can be difficult to take. But as a supervisor it's your job to make such announcements. Don't fear being the bearer of sad news. Rather, use this as an opportunity to celebrate everything the resigning staffer has done for the organization and express that he will be missed.
Businesses and organizations place a high value on the development and retention of their employees but, as a manager, it is inevitable that you will eventually need to dismiss an underperforming employee. Firing a staff member is an extremely difficult part of any manager's job, and there is no easy way to do it. Following company dismissal policies, however, can help make the process easier for everyone involved, and can help maintain morale and productivity.
Severance pay means money an employer gives an employee when his job is terminated. Severance policies for employees must be agreed upon through contract with the employer. The severance policy offer by a private (nonfederal, in this case) company is of free will and not mandated by the Department of Labor (DOL).
Employers in a variety of industries use temporary employees to fill in gaps while searching for full-time replacements. They also provide additional labor during busy times and give the employer flexibility, both in terms of scheduling and managing a payroll. Each business that takes on temporary employees is responsible for its own policy to integrate them into a workforce and remove them smoothly when the time comes.
Many highly educated employees enter the workforce with an abundance of skills. Even the most educated employees still need training when they start a new job. Other employees may begin a job with little or no skills. Almost all employees need some form of training at some point during their employment, to orient them to the job or to teach them new ways to work as the business environment changes.
Two schools of thought prevail among human resources professionals concerning employers investing in new employee benefits and training. Some employers who quickly invest time, expense and effort in new employees, or those in the probationary period, believe the more an employer invests early on, the more likely that employee is to contribute from the start. On the other hand, some believe employers should exercise great prudence in developing policies that minimize expense and time during the probationary period.
Employers are responsible for creating a safe and comfortable work enviornment where employees can perform up to their abilities. This usually involves issuing and enforcing a series of workplace policies, which vary among industries and companies. One common type of policy is an employee privacy policy. These policies serve a number of purposes and can be useful tools in creating productive workplaces.
Many businesses, both large and small, utilize company-issued credit cards as a way for employees to complete small purchases or pay for other business-related expenses. In order to reduce the possibility of misuse, well-defined policies for card usage should be communicated to employees and their supervisors. These policies should address issues such as appropriate usage, security, limitations and review procedures.
An employee's salary is a predetermined amount of pay that she receives each payday, generally weekly or less frequently, such as twice a month or even monthly. A salary can constitute all or part of her income, but it must be an amount that she can count on each payday. The Fair Labor Standards Act provides exemptions from federal wage and overtime protections for U.S. workers; these exemptions affect certain salaried employees. Further, many states have policies for salaried workers.
Business leaders typically have a number of expectations for their employees, and employees also have expectations of their employers. Good employee policies spell out both sets of expectations in clear language and provide a set of general and explicit rules to which both parties must adhere.
An employee separation policy -- sometimes referred to as a termination policy -- contains several considerations and steps prior to the actual termination, during the termination meeting and following an employee termination. These considerations and steps ensure human resources staff and managers handle terminations according to company policy and applicable federal, state and local employment laws.
Although the federal government does not require that employers give employees breaks, the United States Federal Labor Standards Act (FLSA) does provide guidelines for when employers are required to pay workers for authorized breaks. Some state laws provide workers additional break-time rights above those mandated by the federal government. The laws apply for part-time and full-time workers who are employed at public and privately owned organizations.
Managers in business organizations can create policies that will empower employees. Empowerment is about giving employees more authority to make decisions in the scope of their work. The success of empowerment policies depends upon management's belief that employees can make appropriate routine decisions. Policies might concern updating employee job descriptions and other aspects of workplace culture.
Employees who work in the United States are generally subject to employment-at-will conditions, which means the employment relationship can end at any time, for any reason, with or without notice. Employment security policies, on the other hand, can provide employees with peace of mind related to job security. The key to making employment security policies work is getting employees to understand the concept of employment security and how it can influence their professional growth, earning capacity and job security.
A company with an attendance policy mandating all employees to have fewer than 14 tardies would probably expect to be able to terminate or discipline an employee who was tardy more than 100 times. But this is not necessarily accurate. By failing to consider a reasonable accommodation for a qualified employee, the employer may have violated the Americans With Disabilities Act. The Family Medical Leave Act also interacts with reasonable accommodation and an employer must consider whether intermittent leave must be provided for an employee's tardiness.
Social media has become part of daily life for many people, and with ready access to computers and smartphones it's possible to stay connected with friends and family around the clock. While many consumers welcome the instant accessibility of interaction, it's not necessarily the most productive use of time in the workplace. Employee engagement may take a nosedive at work because of constant checking of social networking accounts. At the same time, plenty of companies rely on social media as elements of advertising, marketing and communications. Implementing the right social media policy can help improve employee engagement.
Employee policy training is the process of educating all of your employees on the dos and don'ts on company property during work hours. Policies typically cover a wide range of topics including parking, safety, personal phone calls and where to eat lunch. Employee policy training is a critical component of running an efficient workplace. It provides employees with important information that they need to effectively do their jobs.
A Master of Business Administration degree, or MBA, is a post-graduate degree people earn to become more knowledgeable and experienced about a certain area of business, whether it is marketing, finance, management, entrepreneurship or another subject. An MBA is advantageous for a number of reasons, including higher pay potential or more job opportunities due to your higher education level. However, an MBA can cost tens of thousands of dollars and put you in debt for many years. Some employers will pay for the degree, but you might have to ask questions, especially if you are a new hire.
Workplace policies are designed to maintain a company's efficient operation. These policies, procedures and rules are outlined in the employee handbook, discussed during all-staff meetings and addressed during one-on-one performance evaluations. Dependability and reliability are important aspects of employment; in regard to the daily performance of job duties, the terms refer to attendance. Employers implement various attendance policies and reasonably expect employees to adhere to those policies.
Rehiring a former employee can provide a company with a professional who can quickly fill a vacant position without the need of extensive training. A rehired employee also can prove to be a disciplinary problem for newer members of management. For this reason, it's important to conduct a thorough review of an employee's personnel file before considering her for a second chance with the company.
The purpose of an employee exit policy is to gain the perspective of an employee during his time with a company and to document the reason he decided to leave. The policy helps companies learn how they can improve upon employment practices and the work environment, as well as identify problem areas within the company.
Organizations that promote the health and well-being of their employees provide them with paid time off for rest, recuperation or relaxation. Employees enjoy paid vacation to take a break from work and recharge. Staff who are unable to work due to illness or injury continue to receive compensation through sick leave.
A policy on employee discharge or termination outlines the procedures, responsibilities, required payments and documentation when an employee is separated from employment. The process must comply with the company's internal requirements, collective bargaining agreement and relevant legislation. An employee discharge policy protects the employee's rights and ensures that the employer meets its legal obligations.
While few like to think that Big Brother is always watching, it is important to remember that, while in the workplace, your privacy is not guaranteed. While some areas within a workplace, like the restrooms, are just as private as they would be in any other setting, others are far from it. As an employee, you are subject to an assortment of policies that make your private actions visible to those for whom you work.
The proliferation of cell phones, beginning in the 1990s, has led many employer s to lay out policies for under what circumstances an employee can use their phone. For restaurants, the issue requires special attention. Cell phone use among cooking staff can reduce the speed at which food is prepared, while cell phone use among serving staff can interrupt diners. Just as patrons of restaurants are often asked to refrain from cell phone use, so, too, are establishment employees.
The U.S. Dept. of Labor does not regulate holiday pay so it is not necessary for companies to pay employees for holidays in which the employee does not work. However, it is wise for companies to develop written internal policies. Holiday policies should be written in clear and concise language and distributed to all employees. A holiday policy will list the dates that are considered by the employer to be recognized holidays. The policy should also detail holiday compensation policies. The policy should also outline regulations regarding religious holidays that employees have the right not to work on.
A flat rate technician is any technical employee who is paid by piecework, as opposed to an hourly or salaried rate. Flat rate technicians are common in the auto industry. Flat rate technician employment policies must describe how and when the employee will be compensated. The policy should be written in accordance with all applicable federal and state labor laws.
Organizations recognize that employees need time off for rest and relaxation. Thus, they provide paid vacation as a benefit, incentive and reward. Although not required under U.S. federal law, paid vacation becomes a company obligation when stipulated in a written policy. A vacation policy provides guidelines on eligibility, entitlement, approval and payment. It also ensures consistency and fairness in application.
Advanced technology and increasingly sophisticated work rules require employers to implement employee privacy policies. Policies that address privacy issues protect employee identity and the organization's assets.
A policy on employee promotion shows how the organization views the career growth of its employees. It contains guidelines on how to manage the process of moving staff to higher positions. This policy is usually part of the human resources manual.
Employee policies and workplace policies are sometimes used interchangeably in discussions about rules, procedures and processes that affect your work force. These policies explain company expectations and provide a framework that protects company assets. Workplace policies support the performance management system and your compensation and benefits structure. They are also fundamental to the recruitment and selection process. A series of clear steps makes the process of developing effective policies less difficult. The result is a collection of reasonable and enforceable employee policies that your work force will understand and appreciate.
Harassment in the workplace is any unwelcome verbal or physical conduct against someone who is in a federal or state protected class. Federal protected classes are based on race, color, religion, sex, national origin, age (40 and over), disability and military status. Harassment also applies to retaliation against an employee who files a complaint or a witness. The behavior constitutes harassment when it is repeated to the point of being pervasive, creates a hostile work environment and tangibly affects a person's employment. A sound anti-harassment policy will help employees know what behaviors are considered offensive, offer training and, if properly…
A workplace absentee policy forms an important part of company policy in any organization. Absentee policies must adhere to applicable government regulations and must be supplied to employees in writing, notifying them of the policies in place.
Compassionate leave, also known as bereavement leave, is solely at the employer's discretion. Roughly 90% of companies allow for paid bereavement leave of 2--3 days, but federal law does not require an employer to grant these benefits.
According to the BBB News Center, "The single greatest key to productivity is happy employees." Employee welfare policies written by HR focus on the well-being of the employees. This can involve physical, mental, emotional or team development tactics.
Companies often use a mix of employment practices to properly staff their operations. These practices typically include the use of full- and part-time employees. Federal and state employment guidelines generally have different rules for part-time employees.
Companies often have several policies relating to their employees. One common policy is the employee expense or reimbursement policy, which a company uses when employees conduct business outside of the company.
An employee resignation policy is a company's official instruction for initiating and processing the voluntary separation of an employee. This policy may include a definition of resignation and detail the responsibilities of the resigning employee and of the staff person authorized to process the resignation.
The majority of states have workplace smoking laws to promote a smoke-free environment, because no federal law exists. States pass these laws to protect employees and patrons from second-hand smoke, which is attributed to lung cancer and heart disease. Although the laws differ from state to state, many share some similarities. For example, a number of states impose strict smoking bans for enclosed workplaces; others require employers to post nonsmoking signs; some mandate employers to establish written smoking policies.
Laws covering employees' rights differ from country to country, and may differ within countries at the regional or local level. Where no law governs entitlements, policies regarding extended leave are at the discretion of individual employers. This article uses examples from the United States which may not be applicable elsewhere. In the United States, no federal or state law governs employees' paid vacation rights. Employers offer paid vacation at their discretion. Similarly, paid sick leave is a benefit offered voluntarily to make jobs attractive to employees. Under federal law, unpaid leave may be an entitlement in certain circumstances.
Sexual harassment is a complex problem that hurts individuals as well as an organization's overall health. Providing sexual harassment training not only helps create an appealing place to work, but it is a prudent business decision as well. Establishing anti-harassment policy and training employees to adhere to it can prevent companies subject to federal law from facing lawsuits. While training methods can take many forms, including books, online resources, instructor-led courses and self-directed study, the objectives remain constant.
Employee policies are advantageous to small businesses because they help create order and maintain consistency in the workplace. According to Worcester Polytechnic Institute, employee policies serve as practical guides and establish employee and employer expectations.
Businesses rely upon policies to set expectations, enforce behavior and limit liability within the workplace. Information Technology (IT) policies are extremely important for businesses to rely upon in the 21st century, as a majority of tasks in many fields now relies upon a variety of technological platforms to conduct everyday work. To maximize the use of these technological platforms while safeguarding against misuse, misunderstanding and mishaps, it is imperative to develop, implement and enforce company-specific IT policies.
Employee policies have numerous advantages. They communicate what a company’s standards are and how they will be monitored and enforced. In addition, by having employees sign off on important policies, companies can be sure everyone who works there has had an opportunity to read the policies. Moreover, when it comes to enforcing a company’s rules and regulations, the policies provide a sound basis on which to act so no one feels unfairly treated. But policies are written by people, who err, and are read by people who might not understand the policies. So no policy should ever be written in…
One of the most difficult tasks a manager faces is to discipline his employees. The situation lends itself to tension and conflict. Through education and preventative measures, an employee warning policy can help both the employer and employee. It also serves as a protective mechanism for employee and employer rights in the event of dismissal.
An on-call supervisor is required to respond to a call for service within a specified period of time, which may be limited to as little as one hour, or as much as six depending on the company. Before hiring an on-call supervisor, work with an employment attorney to create a compensation policy for travel time, hours spent sleeping and general on-call duties.
Most workers breathe a sigh of relief when they go on a much-deserved break after a long couple of hours in a boring meeting or trying to assist an angry customer. Breaks are so important to employee well-being that many states require that employers offer them.
There are two main types of employees: At-will employees (who may leave or be fired with or without cause) and those who are under contract (who typically can only leave or be fired for causes listed in the contract). Contract employees work for an employer based on the terms of their employment agreement. They typically negotiate a contract with their employer prior to starting work. In this stage, you work into the agreement things such as your base salary, signing bonuses, vacation time and benefits and a pay-raise schedule.
Gifts and gratuities policies for employees are often reviewed and enforced by upper management to prevent any conflicts of interests between clients, potential clients and employees. Accepting or soliciting gifts from vendors can be viewed as a form of bribery and go against standard business ethics beliefs in the business world. Upon being hired, employees are informed of gift and gratuity policies, to ensure a clear understanding of how to conduct business with clients.
A company policy for employee and customer safety should be part of an overall conscientious approach to protecting stakeholders from potential hazards. The success of a written and articulated company policy will depend on the company's comprehensive approach to safety issues. If cognizance of potential hazards is thoroughly integrated into company operations, then customers and employees will be safer than if a safety policy is an afterthought, developed to meet the requirements of regulatory agencies or insurance companies.
Policy implementation for any organization takes a great degree of finesse and skill, usually brought about through experience. Many employees or group members do not like change, and therefore, the implementation of needed policies take a great degree of knowledge of human behavior. Navigating these often difficult waters is the real subject of human resource management.
There are numerous privacy issues within an organizational environment. Some of these issues include privacy of health records, personnel files, salary information, electronic monitoring, and employee searches. Another important area is client confidentiality, as a company has an obligation to protect the client's sensitive information.
Effectively communicating employee policy is important for maintaining workplace safety, protecting your legal rights and ensuring all workers are on the same page regarding your company's rules and procedures. Make sure all workers understand employee policies by communicating both verbally and in writing. Write your employee policy in simple language that is easy for all levels of workers to understand. If you have large numbers of workers whose first language is not English, consider offering copies of your policies in those languages to ensure there are no misunderstandings.
Businesses must gather sensitive data on employees to ensure a competent work staff and safe working environment. However, employees worry whether the private information their employers collect remains in a secure place. Ease your employees' concerns by writing a comprehensive employee privacy policy. It's guaranteed to gain your employees respect and create an atmosphere of trust.
Allow existing employees to apply for open positions within your company by writing an employee referrals policy. You can also open the door for employees to assist in the hiring process by telling them they can recommend qualified individuals to fill job vacancies. Employee referrals work best when you write a policy that clearly explains its purpose and exact procedures. Follow these guidelines to write an effective employee referrals policy.
Being a strong manager is a huge and ongoing commitment. It requires time, energy, lots of effort and consistency, but it can also be a very rewarding job. Network; get involved with the other key people in your organization including your boss, key managers and colleagues.
Having an overtime policy in place is essential to the smooth running of a company. Many workers may expect overtime pay when they don't qualify for it, while others may need approval to work overtime. Establishing a clear policy from the beginning will help both sides avoid misunderstandings and problems.
