March 6, 2014
March 6, 2014
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Thumb drives, cloud computing and personal devices have created easy ways to transport trade secrets, confidential, and proprietary information. The most common cases involve former employees taking information to new employers, your competitor. However, there’s a growing market of end users willing to pay for or trick employees into releasing confidential information. The first step employers should take is to deter- mine what should be protected. Next, refine policies to include those specifics, such as client names and contact information, sources for supplies, proprietary processes or formulas. Non-disclosure agreements benefit by including these specifics, not only because they are more […]
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February 10, 2014
February 10, 2014
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Take time to evaluate the need for the position whether it’s a newly created position or a replacement. Align the need to the business purpose. If a job description exists, review and revise it. Know and incorporate the skills, aptitudes, and work style of the best performers in the position or a similar position. Refine the purpose statement to include key words designed to be optimized in search engines. Identify the functions critical to the position and describe the level of authority. The qualifications must be relevant, tied back to the essential functions and objective, such as two or more […]
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January 6, 2014
January 6, 2014
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The majority of employers in the United States do not have a published Social Media Policy. Social media is complicated, which is precisely why employers need to have a set of social media policies to establish boundaries and help employees navigate the systems. Policies and procedures need to work together. Social media is intertwined as another method of communication. Employers need to review all their policies to see if and where social media considerations need to be made and published. In the Debord v. Mercy Health System of Kansas, Inc. Nov, 2013 case, Sara Debord claimed she was retaliated against […]
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December 2, 2013
December 2, 2013
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There may be reasons why employees cannot be corrected in a timely manner. Those reasons don’t matter. What matters is the employee continues to do something incorrectly or behave poorly. When employees are finally told about the poor performance or conduct, managers should expect them to be surprised. The employee has been breaking small rules, or getting away with less than adequate performance for a while. Both parties may well ask, “What makes this mistake or incident different?” Employees will be especially surprised if they just received a positive performance appraisal. The performance appraisal process isn’t perfect and neither are […]
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