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Have you Heard?
Productivity in the Face of Disaster
As those on the east coast try to rebuild in the wake of Hurricane Sandy, area employers and business owners were left with questions on how to improve employee productivity in the current crisis, as well as how to be sure they are prepared when disaster strikes again. A recent article, which appeared on CBS's Moneywatch, suggests that the best way to keep your employees productive when disaster hits is to be sure they are set up with equipment to work on a remote basis. Providing your employees with laptops, remote access to your server, and access to shared documents will ensure that even if roads or the office are closed, it can still be business as usual.
Click HERE to read the full article...
Treat Your Candidates Right... Or Face the Consequences
If you don't think it's important to respond in a timely manner to candidates applying for open positions within your company, think again. A recent survey conducted by CareerBuilder showed that a candidate's experience with a firm during their job search can determine not only whether they will accept a job offer, but whether they will continue to be a customer as well. This can hurt your ability to fill your pipeline with top talent, as well as hurt your bottom line. 44% of workers surveyed said that they would have a worse opinion of company who did not respond to their job application, and 32% said they would be less likely to purchase products or services from that brand.
Click HERE to read the full article...
Interview Question of the Week |
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HR Best Practices Tip
Reference Check Policy
Interestingly enough this is one of those policies that applies to the employee when they become the former employee as it describes the company policy / practice for providing professional references on former employees. It's a simple policy, usually stating that the company only will provide confirmation of dates of employment, possibly confirm title, and little else. The problem -- too many "unofficial / between you and me" references occur that violate the policy, resulting in lots of litigation. Review this policy, insuring it matches your practice...and then reinforce the policy guideline with your management team.
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Reader Question
Q: Should we have new hires sign their offer letter? What legal value does this offer either party?
A:
Having a new hire sign their offer letter to signify their commitment to accept the offer made is a great idea. It is very critical though that your offer letter state that the employment is at-will and that the document is not intended to be a contract, either written or implied. With these key statements present the signature in most cases is just a symbolic acceptance of the role and the terms of employment, still leaving the employer with a fair amount of leeway to operate. Beyond that the legal value is minimal at best. In fact the reason to have a signature from you new hire is more about making them think they have made a commitment in writing, thereby reducing the possibility of them accepting another job or even a counteroffer. |
Legal Disclaimer
Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc. OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
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Did You Know...
OperationsInc and our team of HR Consultants can assist small businesses and Human Resources Professionals with Employee Handbook Development. Our Employee Handbook Services will provide you with a written guide that provides clearly established guidelines and rules for your business.
This guide can serve as the support needed to consistently enforce company policy, and may include such information as:
- Harassment Prevention
- Time off Policies
- Drug & Alcohol Abuse
- Email and Internet usage
Don't have a handbook in place?
- First, we will provide an attorney reviewed boilerplate handbook to serve as a starting point.
- Then we will work with you and your team to create a comprehensive handbook customized to meet your specific needs.
Have a handbook that needs refreshing?
- We assist you to audit, augment and edit your book to the point of completion and deployment.
Need your handbook in another language? We can help.
Click HERE to find out more.
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