Employee handbooks are tools which encompass policies and procedures within organizations, explaining in great detail, attendance and personal conduct, benefits and compensation, promotion and demotion procedures, and grievance procedures, to name a few (Policy Manuals, 1992). First, the handbook serves as a guide to establish policies that are expected in the workplace in an effort to protect the right of both the employee and employer (Johnson & Gardner, 1989). All handbooks should disclose the company's Affirmative Action and Equal Employment Opportunity policies, as well as safety expectations in the workplace. It is critical that harassment and discrimination policies are clearly defined within the handbook. Next, as a document that both employees and employers are expected to adhere, the …show more content…
Employers diverting from the handbook causes misunderstandings, complaints, job dissatisfaction out of a misinterpretation of personnel and benefit policies by employees, confusion, division, and sends a message that employers can make their own rules, regardless of policy. Furthermore, due to complaints, grievances, and recent legal proceedings, researchers recommend employers undergo a review of their company handbook with legal counsel (Johnson & Gardner, 1989). “At will” employment, where both employer and employee have the right to terminate the employee’s employment at any time, with or without advance notice, is one of the common lawsuit claims from employees. For this reason, it is advised that a disclaimer is added stating that the employee does not have a contract of employment and that employment is considered “at will” (Pedersen, 2008). By doing so, it prevents difficulties for employees who choose to file a wrongful discharge claim when terminated (Pedersen,
In 1980, a precedent was set in a Michigan court case involving a man named Charles Toussaint who was suing his employer, BlueCross Blue Shield, for wrongful termination based on the guidelines set in the employee manual (Alfred and Bertsche 33). The manual stated that employees would only be terminated for just cause, and the court decided that Blue Cross had violated the agreements in the employee manual (34). The court also ruled that even with Blue Cross’s efforts to provide a document that “issued non-binding guidelines” the employee manual was a contract and Toussiant was wrongfully terminated (34). After the precedent set by this case many employers and employees for that matter were reviewing their employee manuals for the type of ambiguous language that could allow them to get sued or sue. Consequently, a slew of wrongful termination lawsuits followed this one, which is why it is now important for employers to draft their manuals with experienced legal staff. Even with the best legal team and the perfect wording there is still no definite assurance that an employer will be completely protected from such lawsuits, but taking these preventive measures helps in the long run.
Moran, J. J. (2008). Employment law: New challenges in the business environment. New Jersey: Pearson Prentice Hall.
Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from the data base of http://www.eeoc.gov
Bennett, Alexander, Hartman (2003), Employment Law for Business, Fourth Edition I., The Regulation of the Employment Relationship, The McGraw-Hill Companies.
In dealing with a person’s livelihood, and often, sense of self, it is of no surprise that ethical issues regarding employment practices are of great concern. The issues of employment at will and due process contracts in the workplace are among the most widely contentious in the realm of employment. Employment at will is the doctrine that employment may be ended, by either party, for good, bad or no cause at all.1 Due process, on the other hand, is the employment practice in which a person may appeal a decision as a means of receiving an explanation and the opportunity to argue against it.2 Employment at will is the standard in the majority of private corporations today and is argued for relentlessly by freedom of contract enthusiasts, however, it is becoming ever more apparent that employment at will contracts reflect the old corporate maxim where the single bottom line, profit, is accented and the well being of other stakeholders, in this case the employee, are of little or no influence. Due process should be accepted as the prevalent employment system as it shelters employees from the hostile actions of the more powerful employer, provides a stable, bilateral contract between both parties and portrays the growing ethical concerns of society.
Remington, J., Heiser, R., Smythe, C., & Sovereign, K. (2012). Human resources law (5th ed.). Upper Saddle River, NJ: Prentice Hall.
The choice to give up the statutorily-protected rights or face termination must be clear and unequivocal leaving the employee no room for inference or guesswork. In Smith Industrial Maintenance, six employees left their employment due to contract violations that began six to 17 months prior, and this, according to the Board, was indicative that the employees had endured the situation for months making it difficult to determine the reason for their decision to
An employee handbook can bound employers to follow all policies and procedures stated in the employee handbook for employees to follow to provide a better employment environment. An employee handbook defines the
Part 2 of Employer Duties and Rights- management rights, subcontracting, just-cause discipline and discharge, and safety standards.
New hire orientation is a training program provided to all new employees to an organization or new department within an organization. The New hire orientation is the process of providing the employees with the necessary skills, knowledge, and behaviors to effectively transition into their role within the organization. It is important for organizations to provide new hire orientation as it is the foundation for the new employee’s career with in the organization and department. Not providing a new hire orientation can make a new employee feel uncomfortable in the new position and it can make the employee take longer to reach his or her’s full potential.
to the environment and social life. There are different types of stress and its stressors we face in our daily lives. A huge source of stress comes from the workplace. It is caused by work and workload. Many employees become victim of the stress in the workplace both physically and mentally. This is underlying the workplace stress. This essay will discuss internal and external stress.
Listing Of Things You Can Do From The Professional Hire Guide The most recent trends claim that outside wedding ceremonies and occasions are becoming a lot more popular. The best marquee, flooring, lighting and decor can modify you regular tent right into a magical ballroom that's sophisticated and stylish. Although you will find many options for outside venues, you should make the right choice that takes into account the next factors: • A BackUp plan incase of rain, hail, storms, strong winds, warmth along with other unpredicted weather occasions • Permit electricity for lighting, seem and kitchen facilities etc • Ensure use of parking ( nobody really wants to hike towards the location particularly if their putting on stilettos)
Over the past twenty years, public institutions has been faced with challenges of implementing strategies which will enable the organizations to perform in such a way that will lead it into a competitive advantage. Strategic Human Resource Management (SHRM) in the public sector is and has always been the driving influential notion to appear in the study of business and management. Strategic Human Resource Management (SHRM) improves performance and production of an institution, and when institutions employs personnel practices such as internal profession hierarchy, performance evaluation, performance-based rewards, etc. they are more able to accomplish its goals of program service delivery utmost concern.
Accidents occur in the workplace but in secret. These most of the time lead to physical and mental injuries that might affect the worker way of living for the rest of their lives. It is estimated that more than 337 million workers get injured in their place of work or in the course of work every year leading to work-related diseases causing about 2.3 million deaths per year (United States Department of Labor, n.d.).
Both Human Resource Management and Personnel Management can be broadly described as the management of people or “people management”. This is because both functions fit the definition “all the management decisions and actions that directly affect or influence people as members of the organization rather than ‘job holders’”