The
3 most costly mistakes with problem employees. Separation notice
help.
Whether you are firing your problem employee or laying off workers
because of downsizing, you must give each worker a formal separation
notice. It is a crucial part of the termination process. And while
every termination is different, all separation notices should follow
a similar format. This is not to say you do not have to tailor each
separation notice, you do. But you can use a basic template and change
it depending on your circumstances.
What a Separation Notice should contain
First, a separation notice should have basic employee information.
You should include the employee's name and social security number.
Then list the dates the employee started work and date last worked
and the reason that they were separated from employment. Be careful
when giving reasons for termination. Get rid of any discriminatory
language or unprofessional wording.
You must make sure your employee clearly understands the reasons
for the separation. Also you must have documented evidence to support
those reasons. If you have collected this information properly, the
employee will not be surprised by his or her current predicament.
Finally there should be an area for both you and the employee to
sign off on the separation notice. This gives you legal evidence
the employee knew why you were letting him or her go.
Needing
to separate an employee from your company? This is how I terminate.
The Value Of Safety Videos Safety videos can provide many excellent resources for you and for your employees. What are they and how can they help your organization? First, realize that safety videos are full of valuable information. They can teach and provide that information on just about any safety related topic quite simply. And more importantly, effectively. If you have problems with workmen's compensation or employees following state and local safety regulations, consider the purchase and installation of various safety videos.
For example, one of the most common workmen's compensation claims has to do with back pain. Most of the time, people do not realize that there is a good and a bad way to lift heavy items. So, they just bend down and lift. But, lifting from your back can cause a number of problems including painful tears, stretches and even problems with the spine. If employees are taught to lift with their legs instead, they can help reduce the injuries that could happen. Providing safety videos to help bring this issue to the front would not only allow them to hear what you need them to do, but to see it too.
Safety videos are much more complex than this though. Teaching employees how to handle hazardous chemicals as well as helping them learn the right way to wash their hands before touching food are also available. While you may be thinking that these are common sense things that people should know, many people unfortunately need to be told. So, investing the time and money into safety videos can do this for you quite effectively.
You can find a wide range of safety videos available on the web. You'll find them for just about any type of need that you may have. And, you will find that they provide exceptional quality options for teaching your employees about how to remain safe on the job. Not only will this help protect them, it will keep you and your business safe too.
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For more information please see http://www.safety-videos.co.uk
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Needing
to separate an employee from your company? This is how I terminate.
Tips for Performance Reviews
If you employ people in your business, you're going to be faced with a number of tricky management issues - dealing with tardiness, sick leave, and keeping your staff motivated.Performance reviews can be useful for motivating employees, but only if they are accurate. An inaccurate review, which fails to recognize the employee's value to the organization, can be worse than no review at all.If a performance review fails to take note of an employee's shortcomings, it won't be taken seriously.If an employee consistently performs poorly, it's vital to document this, as well as any corrective action that is taken.Your staff may be genuinely unaware that their performance in some areas is poor (. . .
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