employment policiesEmployment policies communicate employer expectations.

Creating workable policies and procedures are vital to having a workforce that understands the company’s expectations and may provide defensive evidence when fighting a lawsuit.  Examples of policies and procedures include:

Job Descriptions

A well thought out job description outlines the required skills, training and education required by a new employee. It also details the specific duties, responsibilities and performance. Having a set of job descriptions can help you hire the right employee and defend against the threat of a lawsuit from an unqualified individual seeking the position or an employee claiming to have been wrongfully terminated.

Employee Handbooks and Policies

Every company starts small, but as it grows, its decision makers consider adopting a handbook. A smartly drafted handbook communicates company culture, rules and practices. The employee handbook can be as simple or complex as necessary. However, once implemented, a company must fairly and consistently administer the policies in its handbook.

Your handbook is a living document. It should be maintained, updated, modified or completely revamped to meet your companies ever changing needs.

MelderLaw can help with the following

  1. Determine whether you need a handbook
  2. Maintain a relevant and compliant handbook
  3. Review specific policies to make sure they are a fit for the organization
  4. Assess burden of implementation
  5. Monitor developments in the law that impact your company’s policies and procedures
  6. Help with issues that don’t quite fit in the four corners of the company’s handbook

Employee Discipline

Employee discipline is a morale booster in disguise, maybe not for the employee receiving the discipline, but for all the other employees.

The usual problem with employee discipline is simple; most managers don’t like to give it and don’t like to take the time to support the discipline with documentation. Therefore, a manager doesn’t discipline the employee, does it too late, or surprises the employee. When disciplining employees, timely action is the key to success.

Call MelderLaw to help uncover potential issues

A brief telephone call to MelderLaw can help uncover potential issues with a particular disciplinary action or termination; seeking counsel at this time can save thousands. Why? If a company violates the law when disciplining or terminating an employee, usually the first time the company finds out it broke the law is after it receives a notice of charge or a demand letter from an attorney.

Once you’ve received these documents, you have lost control. MelderLaw takes the financial barrier away to seeking counsel when making discipline or termination decisions. Just pick up the phone and we can help.