Car Wash - Fall 2015 - (Page 51)

toP 10 employee handbook mistakes By scot t Ludema Done right, emPloYee handbooks serve multiple functions. They provide employees with important information about a company, its practices and the working environment. They also help protect employers legally by setting clear expectations and standards that employees must comply with. But done wrong, employee handbooks can do more harm than good. Policies that are too specific and rigid can potentially limit an employer's flexibility when dealing with real issues. Policies that are too general make it difficult for employers to hold employees accountable for their actions and behavior. So how does an employer find the right balance? The first step is to be aware of the potential pitfalls. Below are ten of the most common employee handbook mistakes, and what to do about them. 10. an oVerlY DetaileD DisciPline ProceDUre Some employers like to include a detailed discipline procedure in the employee handbook, specifying what disciplinary steps they will take if an employee violates company policy or does not meet performance standards. Unfortunately, these discipline procedures are often too detailed and constricting to address with workplace realities. For instance, a policy promising a verbal warning as a first disciplinary step does not make sense if the first incident is a serious violation of a harassment prevention policy or an act of workplace violence. In such a situation, an employer wants the flexibility to skip steps, or even ignore the process entirely. If an employer has a policy of employment at-will - that is, that termination and everything leading up to it can happen for any reason that is not illegal - then the employer has no obligation to provide a specific discipline procedure, much less explain it in detail. Instead, the employer can handle disciplinary issues as they arise, maintaining consistency by centralizing discipline functions (for example, by ensuring supervisors partner with Human Resources). To avoid confusion and maximize flexibility, an employer should specify at the beginning of the handbook that violation of any company policy - even one not stated in the handbook - has the potential to lead to discipline. Dealing with the issue upfront prevents the need to repeat the phrase throughout the handbook. fall 2015 | car wash magazine | 51

Table of Contents for the Digital Edition of Car Wash - Fall 2015

Letter from the ICA
Meet the Board
By the Numbers
Overheard Online
What do your customers think about your business?
False alarm
Pricing yourself into profit
Don’t hate the haters
Data security essentials
The Car Wash Show 2015 Best Booth Award
Top 10 employee handbook mistakes
IP surveillance cameras
Grit, the underlying problem for car wash owners
Stand out from the crowd
Update from ICA working group
Wash Ideas
Women in Car Wash
Blast from the Past
Marketing Minute
Ask Champ
Download It!
Focus on a Member
Top Tweets
Safety Tip
Index of Advertisers
5 Things

Car Wash - Fall 2015