Why Human Resourses Protect
Why Human Resourses Protect
No one really likes to deal with Human Resources but HR departments are established to protect employees as well as companies. State and Federal laws need to be followed regarding harassment and other laws that protect civil rights. There are no points for second place and if rules and regulations are not followed everyone loses.
The company had protected itself against possible litigation from Employee B because a corrective action had been established and followed. All of the company’s rules and state and federal laws had been posted in the employee handbook that all employees receive on the first week of employment. Harassment of any kind needs to be addressed and appropriate action is required. Everyone needs to check to see what the employment laws are for each state.
For example, in the state of Illinois, employees can be terminated at any time and no reason has to be given. Illinois is employment at will. Companies only open themselves up to litigation if they give a reason for termination if policies are rules are not followed. I have terminated several people over the past 12 years. I always had plenty of documentation to support why an employee had been terminated. Documentation is the key to a successful work environment. Policies need to be written and enforced to protect everyone.
Why Human Resourses Protect - To learn more about this author, visit Amy Menke's Website.
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Today I received a phone call from a small company that has less than 50 employees. The small company had a harassment claim that needed to be investigated (This of course turned into 3 previous claims of harassment, intimidation and creating a hostile work environment). In looking at the employee files, I discovered that Employee A had made several claims against Employee B regarding verbal abuse that had occurred over a 4 week period. Employee B would become verbally abuse when someone made a mistake and would yell and scream at anyone who crossed her path. Employee B already had prior claims from other employees and had been to sensitivity training. She received a verbal and written warning and would be terminated if the violent and abuse behavior did not stop. Employee B decided not to follow the corrective active plan and new charges were filed. The last report of her behavior involved threatening Employee A while holding a small kitchen knife in her hand. Management called in an HR professional to terminate the abusive employee.
No one really likes to deal with Human Resources but HR departments are established to protect employees as well as companies. State and Federal laws need to be followed regarding harassment and other laws that protect civil rights. There are no points for second place and if rules and regulations are not followed everyone loses.
The company had protected itself against possible litigation from Employee B because a corrective action had been established and followed. All of the company’s rules and state and federal laws had been posted in the employee handbook that all employees receive on the first week of employment. Harassment of any kind needs to be addressed and appropriate action is required. Everyone needs to check to see what the employment laws are for each state.
For example, in the state of Illinois, employees can be terminated at any time and no reason has to be given. Illinois is employment at will. Companies only open themselves up to litigation if they give a reason for termination if policies are rules are not followed. I have terminated several people over the past 12 years. I always had plenty of documentation to support why an employee had been terminated. Documentation is the key to a successful work environment. Policies need to be written and enforced to protect everyone.
Why Human Resourses Protect - To learn more about this author, visit Amy Menke's Website.
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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