employee relations

Keys to Effective Management

The “Halo” Effect “Attitude” “Personality” Measurements

Ghost Stories

Development Plans “Two Way”

Appraisals 3 X 5 System

Appraisals aren’t about being Santa

Objective vs. Subjective Should contain both

positive and negative events

Key to documentation requirements

Always Private Always Positive Address Training Issues Address First Time Events Address Changes to Job Used to Motivate Employee May or May Not Be Documented

Always Private Always Documented To Correct Behavior To Enforce Company Policy To Suspend To Terminate

Intentionally Vague Provides More Options Includes Human Resources or Senior Management

Actions Always Reviewed

Hiring Procedures Human Resource’s Role Manager’s Role Documentation Dispositions – Reasons for Not Hiring

Accepted Another Position Did Not Pass Drug Screen Incomplete Application Job Offer Refused Limited/No Experience More Qualified Applicant Hired No Show To Interview No Show To Drug Screen

Not Eligible for Rehire Poor Work History Schedule Restrictions Unable to Contact Unable to Verify Work History Unsatisfactory Background

Check Unsatisfactory Reference Wage Requirement Too High Does Not Meet Minimum

Qualifications of the Job

To investigate a work situation To investigate a complaint Sexual Harassment Discriminatory Allegations

Interview all employees and take statements

May or may not suspend employee involved

Unpaid suspension unless allegations are proven to be false

Human Resources ALWAYS Involved

Documentation is critical Human Resource involvement is critical

Potential Liabilities can cost millions in fines or loss of federal grant money

Your Responsibilities