Transcript EMPLOYEE RELATIONS

P.O. Box 1584
Apple Valley, CA 92307
760-247-3303
www.erma.com
Keys to Effective Management
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The “Halo” Effect
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“Attitude”
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“Personality”
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Measurements
Development Plans
“Two Way”
Appraisals
3 X 5 System
Phone/PDA
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Appraisals aren’t about
being Santa
Objective vs. Subjective
Should contain both positive
and negative events
Key to documentation
requirements
Always Private
 Always Objective
 Address Training Issues
 Address First Time Events
 Address Changes to Job
 Used to Motivate Employee
 May or May Not Be Documented
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Always Private
 Always Documented
 To Correct Behavior
 To Enforce Company Policy
 To Suspend
 To Terminate
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Intentionally Vague
 Provides More Options
 Includes Human Resources or Senior
Management
 Actions Always Reviewed
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Hiring Procedures
 Human Resource’s Role
 Manager’s Role
 Documentation
 Dispositions – Reasons for Not Hiring
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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
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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
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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
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Documentation is critical
 Human Resource involvement is
critical
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Potential Liabilities can cost millions in
fines or loss of federal grant money
Your Responsibilities