What are the disadvantages for bad Employee Relations? - employment-agency.info Specialties
Benefits of Good Employer / Employee Relationships However, relationships aren't just meant to benefit the employer, but getting to the point of reciprocal. In employee engagement strategy, the employee gives his best every day for the organizations success and self growth. Here are some of his pros and cons. Employers often wonder whether they ought to have an employee handbook. advantages and disadvantages to a handbook, but overall many employers come recognizes that the hallmark of good employee relations is standardized and.
It is usually a written, rather than an oral, contract. What Are the Advantages of Employment Agreements? One of the main advantages of using an employment agreement is that it allows for a high level of specificity regarding the details of the employment.
If either the employer or employee desires a certain wage rate, for example, they can specifically list this in the agreement. It allows for both parties to negotiate the terms under which they are willing to cooperate with one another. This feature is especially important for companies who need to protect particular trade secrets or copyrighted material.
The Advantages of Good Employee Relations | Bizfluent
Another advantage is that the agreement can be referred to in the future if a dispute arises over a particular aspect of the employment. The written document can be used as evidence if necessary.
Finally, employment agreements are important for fostering a positive relationship between the employer and the employee. Employers usually feel that an employment agreement creates an enhanced degree of organization and structure in the work relationship.Employer & Employee Relationship - The 4 Quadrants You Should Know
For employees, an employment agreement can provide a sense of stability and security, especially if the agreement lists the time frame for the period of employment. The addition of a disclaimer should be well publicized to best protect the company, and, even then, employers should be aware that the disclaimer may not be effective as to employees who were hired under previous editions of the handbook.
Employers should have employees sign an acknowledgment that they received a copy of the handbook and that they understand it is their obligation to read, understand and comply with it. The acknowledgment should reiterate that the handbook is not intended to create an express or implied contract and that all employment with the company is at-will.
Employers should also pay particular attention to disciplinary policies.
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Such work rules can be used to defend against unemployment compensation claims as well as discrimination and wrongful discharge claims. Disciplinary policies that include reference to progressive discipline, such as verbal warnings followed by written warnings prior to termination, must contain language granting the employer flexibility to skip any or all steps in the disciplinary process when it deems it appropriate to do so.
The Advantages of Good Employee Relations
Other important policies include sexual harassment and proper absentee control policies — both of which must comply with relevant law. For example, a sexual harassment policy should include a definition of sexual harassment. Employers of 50 or more employees must be certain that any absentee policy complies with the Family and Medical Leave Act.
In most states, employers are not required by law to issue an employee manual or handbook. The decision is largely a practical matter and not a legal one.
In large part, this is due to the relative difficulty employees face in attempting to maintain lawsuits predicated on an employee manual even a poorly drafted manual. Accordingly, an employer generally benefits from having an employee manual because the legal risks associated with adopting a manual are far less substantial than they otherwise would be if the at-will presumption was not as difficult for employees to overcome.
Once a decision to issue an employee manual has been made, certain requirements must be met. But, as detailed below, the pros of having a properly drafted manual should outweigh the cons.
In short, there is more upside benefit to adopting a manual than downside risk. Moreover, most of the downside risk can be contained.
The Pros of Having an Employee Manual A main advantage of issuing an employee manual is establishing uniform, well defined employment policies.
Even the most novice human resource professional recognizes that the hallmark of good employee relations is standardized and consistently applied personnel policies. These defined and communicated standards allow employers, however large, to treat employees consistently on a long term basis. Obviously, an employer need not have an employee manual to have uniform, well defined personnel policies. Simply stated, most employers that do not have an employee manual also do not have standardized personnel policies.
Indeed, it is often the creation of a handbook that is the springboard for establishing a sophisticated or more sophisticated human resources function.
Benefits of Good Employer / Employee Relationships
An employee manual is also the most convenient device for communicating established employer standards to the workforce.
As most employers recognize, there is just not enough time to orient newly hired employees to their positions and communicate all that the employees need to know. This is particularly true given the ever growing number of forms that employers and employees must complete before the employee actually starts working. An employee manual or handbook allows employers to encapsulate its policies in a format that is easy to disseminate to the workforce.
Once distributed and understoodthe employee manual should establish a common understanding between employer and employee regarding performance standards and workplace behavior.
Creating such a common expectation is, perhaps, the key advantage of issuing an employee manual. Most often, it is the lack of a common expectation that causes the breakdown in employee relations. This is certainly true for poor work performers. Clearly, there is no excuse for a break down of expectations regarding core issues like sick leave and pay day. Last, but not least, an advantage of a properly drafted employee manual is the prevention of employee lawsuits.
In addition to preventing common law claims such as breach of contracta manual can reduce the risk of employment discrimination suits. This reduced risk is achieved by consistent application of the employee manual. In sum, some of the main advantages of a adopting an employee manual are: Some risks are management created and some are manual created.