Al-Razi-Preis » grievance procedures

Many of us go into business with unbounded enthusiasm Authentic Earl Weaver Jersey , fervent passion and great ideas only to have 聭people issues?confront us sometime, somewhere down the track, assertions of unfair dismissal being one.

These 聭people issues?always seem to raise their ugly heads when we least need the accompanying grief. After all we are in business for lifestyle and enjoying the journey and this wasn聮t part of the deal.

Being regarded as the softer skill聮s employee relations is usually placed on the back burner and considered a waste of effort and certainly not an investment and almost like well 聭throwing money down the dunny?

Thud!!! We are often bought back down to reality when we are required to roll up our sleeves and enter the fray of employee relations when something goes wrong and often when the issues have progressed to the critical and emotional stage where it is harder to resolve.

In my day to day practice I regularly counter business owners who tell me that 聭it will never happen to me? 聭you don聮t know my people?only to receive a call several months later asking if I could assist them.

Mr. Ms. NOT ME is a frequent visitor to business today, as employees become more street savvy and 聭take the boss on?

For starters we can get our employment practices in order and ensure that we are investing in the success of our business?people.

Products Authentic Mark Trumbo Jersey , Services ?great, but people represent who you are and what you stand for and have an amazing capacity to make or break your business or cost you considerable time and money down the track.

START HOW YOU INTEND TO FINISH ?SOLID FOUNDATIONS!

There is a parable about a person who built their house upon rock and the rain and storms came but the house stood. Another built their house upon sand and the rain and the storms came and the house fell to ruins.

We need to recognise that we must build our business (house) upon rock and not sand, principles and not preferences, be responsible not blame and take the initiative and not have it imposed upon us by others.

1. INDUCTION

When the employee begins with you introduce them to the workplace environment Authentic Joey Rickard Jersey , work colleagues and custom and practices of your business.

Have an Induction Checklist Form that contains key employee and employer responsibilities and rights and walk the employee through the responsibilities and rights prior to them commencing. Ask them questions, do they have any concerns, have they understood? If so ask them to sign the Induction Checklist confirming they will comply with the responsibilities and rights and have had the opportunity to ask questions and seek clarification.

This process goes a long way towards minimising misunderstanding and at a later date if the employee becomes forgetful show them the induction sign-off.

2. ROLE DESCRIPTIONS

Role Descriptions simply set out the Role of the employee within your business and the Job details for their particular position. It must contain core skills and competencies required for the employee to discharge their duties competently.

Employees who fail to demonstrate these skills and competencies can be performance managed through guidance and training and in certain instances where appropriate, have their employment terminated. In this way you effectively manage your employees.

The area of Role descriptions is one that is severely lacking in most businesses today and is a major reason why many employees are successful in their claim for an unfair dismissal.

3. EMPLOYMENT CONTRACTS

The employment contract sets out the conditions of employment Authentic Chris Davis Jersey , rights and responsibilities of the parties and the boundaries in which you will conduct your relationship.

This becomes the legal and binding contract between you and your employees contractors.

You should not put together an employment contract or have it altered by someone who is not trained in the nuances of Employment Law.

The employment contract should to be specific regarding a variety of employment policies and procedures.

Remember: What is out in the open and clear can be measured and not easily misunderstood.

Common Employment Contract Clauses should include; position type (permanent, casual), hours of work, overtime arrangements Authentic Adam Jones Jersey , applicable award, payroll, remuneration package, annual Authentic Cal Ripken Jersey , sickness and long service leave if applicable, superannuation, code of conduct. grievance procedures, termination (voluntary and summary dismissal) procedures Authentic Brooks Robinson Jersey , discrimination and harassment policy, induction policy, performance management process, confidentiality Eddie Murray Jersey , electronic e-mail and computer user policies including private usage. This list is not exclusive of other relevant i

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