If you are an employer, it is a wise idea to review your employee relations program at least once per year for legal compliance. Even small changes in labor relations set forth by the federal government can mean big adjustments in your company policies. If you are unsure of where to start, below is a brief overview of just a few areas of consideration.
First and foremost, it is important for you to have an employee handbook outlining all company policies that is kept up to date. Employees should be able to easily access information on important items such as the proper manner to report any grievances or concerns. Employees should also know your company’s stance on how management will communicate pertinent information to them.
Your company should have a written policy dictating how vacant positions will be advertised, how employees are promoted from within, and how employees are evaluated within their jobs. In addition, there should be a standard new employee orientation in which the handbook is reviewed, and the employee acknowledges their understanding of it.
It is absolutely necessary to have set criteria on how Occupational Safety and Health Administration (OSHA) laws and regulations are being met within your organization, as well as how employees are being trained regarding these matters.
Your organization’s pay scale should be information that is easily accessible to your employees. In addition, employees should be regularly surveyed regarding how the benefits you are offering are meeting their needs.
If you have decided new employees are subject to a probationary period, the parameters need to be clearly defined. There should also be a system which outlines the infractions that can lead to termination from your company.