New Year’s resolutions for employers
have been making New Year’s
resolutions for about 10 years now. I’m lucky that we
have word processing, because my resolutions are pretty much
the same every year. So, I rarely have to do a lot of typing.
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1. I will meet with my employees to find
out what I’m doing right, what I’m doing wrong, and
what ideas they have about the future.
Most employers do not have a clue what is
on their employees’ minds. That is a dangerous thing.
Employees need to feel involved in a business, or they will
have no loyalty to it. You may find out about problems before
they become the cause of litigation, OSHA complaints, or union
activity. You may also get a dose of reality about your
business that may prevent surprises later.
2. I will have my employee handbook
updated, reviewed, and reissued.
Of course, this resolution presupposes
there is an employee handbook. Courts and juries expect
companies to have handbooks, especially where an employee has
been discharged. They expect to see a list of rules that cover
the behavior that got the employee fired. Handbooks become
dated, and policies become in need of revision. Use a handbook
revision as an opportunity to have an employee meeting (see
resolution number 1).
3. I will audit my pay practices.
As I have stated in this column many
times, wage and hour violations are common, and they are
difficult to settle once they go to litigation. Make sure you
are paying your employees properly under federal and state law.
Be aware of which employees are exempt from overtime, and
understand what constitutes “hours worked.”
4. I will join a trade association.
Trade associations are a great source of
information on your business, including good employee relations
tips. Find one and join it immediately. Run for president after
two years.
5. I will train my supervisors how to be
supervisors.
So often, supervisors are people who were
promoted not because they had supervisory skills, but because
they were good employees. Not all conscientious, hardworking
employees become good supervisors. Besides, very few people are
born supervisors, and training is good even for people who
think they know everything.
A poor supervisor (or a poorly trained
one) can cost you thousands of dollars in legal fees, as well
as lost employees. A supervisor needs training on the law, how
to interact with employees, how to evaluate employees, and how
to deal with disciplinary problems.
6. I will make sure I have all the
required posters up in the workplace.
Almost all the labor laws require that a
poster be put in the workplace that explains employee rights
under those laws. There are companies that sell versions of
these posters combined on one document. Make sure you have the
posters or obtain copies.
7. I will train my employees on good
customer relations.
Most customers and clients just stop using
your services. In rare instances, they let you know that they
are going to your competitor. It is essential to train your
employees to deal with customer problems in a way that does not
cause you to lose the customer. This would be a good topic for
an employee meeting.
8. I will be firm but fair with my
employees.
This is perhaps the most important
resolution. Employees need rules, but they also need to be
treated fairly. Do not wait for employees to complain before
taking action to make the workplace better.
Happy New Year.
Frank Kollman is a partner in the law firm
of Kollman & Saucier, PA, in Baltimore, MD. He can be
reached by phone at (410) 727-4300 or fax (410) 727-4391. His
firm’s web site at www.kollmanlaw.com has
articles, sample policies, news and other information on
employee/employer relations.
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