#1        Hire the Right People, From the Beginning!

Ensure that your application is up to date and compliant!  Proper screening procedures such as accurate job descriptions & postings, effective & lawful interview questions, employment checks, & testing are very important.


#2        Update & Maintain Consistent Employee Policies, Handbook & Procedures

Employment law is always changing.  Ensure your company has up to date polices & procedures at all times.  Do you know what should be included in an employee handbook?  COMMUNICATE them to employees.  If a mistake is made, communicate that to the employees and correct immediately.


#3        Address Employee Complaints

Employees complain, that is the nature of business.  However, not addressing complaints or creating a culture and forum to bring those complaints forward could be very costly!


#4        Set Goals & Use Performance Evaluations

Utilize job descriptions and company objectives to set expectations and goals.  Evaluations should be based on company culture and soft skills as well as job duties.


#5        Training, Training, Training!

Starting with new hire orientation, training employees should be a vital part of your company’s operation.  Training should be done in compliance with labor laws as well as company policies & procedures.  Decision makers should be given additional training on how to communicate and interact with employees as well as their role in enforcing company policies & procedures.


#6        Use Progressive Disciplinary Action (But don’t promise it!)

The purpose of disciplinary action should be to rehabilitate the employee and want the employee to succeed and improve.  After all, the company has put time & money and should want to protect its investment.  There are violations, however, where the employee may need to be terminated without disciplinary action.  Therefore, employers should not “promise” disciplinary action.


#7        Consider Employee Practices Liability Insurance (EPLI)

Employee Practices Liability Insurance will insure an employer when it comes to lawsuits and claims such as EEOC or ADA.


#8        Prepare to Be Sued

In some instances, no matter what is done, some employees just want to litigate.  Employers should contact an HR professional and/or Labor Attorney if this happens.  However, by doing all of the things above, the lawsuit will be easier to defend and will cost much less in the long run!


For assistance with reducing risk, contact:

BW HR Consulting, LLC  586-665-1069

No Comments

Post A Comment