Employee Relations
description
Transcript of Employee Relations
Keys to Effective Management
The “Halo” Effect “Attitude” “Personality” Measurements
Ghost Stories
Development Plans “Two Way”
Appraisals 3 X 5 System
Appraisals aren’t about being Santa
Objective vs. Subjective Should contain both
positive and negative events
Key to documentation requirements
Always Private Always Positive Address Training Issues Address First Time Events Address Changes to Job Used to Motivate Employee May or May Not Be Documented
Always Private Always Documented To Correct Behavior To Enforce Company Policy To Suspend To Terminate
Intentionally Vague Provides More Options Includes Human Resources or Senior Management
Actions Always Reviewed
Hiring Procedures Human Resource’s Role Manager’s Role Documentation Dispositions – Reasons for Not Hiring
Accepted Another Position Did Not Pass Drug Screen Incomplete Application Job Offer Refused Limited/No Experience More Qualified Applicant Hired No Show To Interview No Show To Drug Screen
Not Eligible for Rehire Poor Work History Schedule Restrictions Unable to Contact Unable to Verify Work History Unsatisfactory Background
Check Unsatisfactory Reference Wage Requirement Too High Does Not Meet Minimum
Qualifications of the Job
To investigate a work situation To investigate a complaint Sexual Harassment Discriminatory Allegations
Interview all employees and take statements
May or may not suspend employee involved
Unpaid suspension unless allegations are proven to be false
Human Resources ALWAYS Involved
Documentation is critical Human Resource involvement is critical
Potential Liabilities can cost millions in fines or loss of federal grant money
Your Responsibilities