EMPLOYEE DISCIPLINE POLICY

Forbid Any and All Workplace Relationships In theory, a policy forbidding workplace relationships should absolve the employer of any liability resulting from a failed workplace relationship. Furthermore, even where such policies are legal, they can be problematic. For example, they can negatively impact morale, and they are likely to cause employees in a workplace relationship to choose to keep it secret. Forbid Those in Relationships from Being Supervisors and Supervisees of Each Other Policies forbidding all relationships are not to be confused with policies forbidding persons in a relationship from being in a direct supervisor-supervisee reporting status. Most employers have policies that prohibit those in relationships from being supervisors and subordinates of each other. For example, the Agreement may require the parties to acknowledge that the relationship is voluntary and mutual, and that entering into the social relationship was not made a condition or term of employment. Also, the Agreement may provide that the parties to a workplace relationship understand and agree that they are free to end the social relationship at any time; and that if the social relationship should end, they will not allow it to negatively impact their performance and will notify the employer. The benefit of such an agreement is it creates a paper trail that can be used to show that a relationship is or was consensual, but there are a number of downsides.

The Rules of Workplace Romance | EmploymentLawFirms

Add other benefits here by listing them if you offer them Holidays The company will grant holiday time-off to employees on the holidays listed below: Add other holidays here by listing them if you offer them Vacation Vacation time-off with pay is available to employees to provide opportunities for rest, relaxation, and personal pursuits. The amount of paid vacation time an employee receives each calendar year will be communicated at the beginning of the calendar year.

Paid vacation time can be used in minimum increments of one day. To take vacation, employees must request advance approval.

Workplace Rights/Employment Standards Administrative Policies. The following administrative policies are the current opinions of the Department of Labor & Industries about how the major labor laws under its jurisdiction should be applied.

Every company needs to consider a policy on workplace dating. Without a clear policy, an office relationship can lead to charges of sexual harassment and legal consequences for the employer. Although some companies chose to have no policy on dating, that leaves them open to potential liability if a supervisor is shown to have sexually harassed a subordinate, for example, by giving a poor performance review to a former partner.

To avoid this, companies institute various types of dating policy. No-Dating Policies No-dating policies generally ban dating between a supervisor and their subordinate. Employment attorney Anna Cohen, writing in HR Hero Online, suggests that no-dating policies can be problematic, as it is difficult to define exactly the type of behavior that will be restricted.

For example, in the case of Ellis v. United Parcel Services, the 7th Circuit appellate court upheld a no-dating policy that forbade managers from a romantic relationship with any hourly employee, as long as it was consistently enforced.

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Search Sample Office Policy Below you will find an example of a general office policy for a medical practice, including Dentists, Veterinarians and Optometrists. Feel free to copy and adapt this to your office. This example policy is intended to be a guideline only and has been provided for general advice and education only. It may or may not conform to all laws federal, state, and local , rules, and regulations. It is not a substitute for proper legal or other professional or regulatory advice.

You can adjust this sample office policy to conform to federal, state, and local laws.

DATING IN THE WORKPLACE: THE GOOD, THE BAD AND THE UGLY Presented by: Anne Thomson 20% of employers had such policies; in the most recent survey, 42% had such policies. ( SHRM survey) Each instance of workplace dating that results in litigation is different, therefore, a thorough fact-gathering and fact.

Workplace Any location, either permanent or temporary, where an employee performs any work-related duty. This includes, but is not limited to, the buildings and the surrounding perimeters, including the parking lots, field locations, alternate work locations, and travel to and from work assignments. Workplace Violence Any physical assault, threatening behavior or verbal abuse occurring in the workplace by employees or third parties.

It includes, but is not limited to, beating, stabbing, suicide, shooting, rape, attempted suicide, psychological trauma such as threats, obscene phone calls, an intimidating presence, and harassment of any nature such as stalking, shouting or swearing. Prohibited actions Prohibited conduct includes, but is not limited to: Policy Violations Employees violating this policy will be subject to disciplinary action under Policy 1.

Violent acts of employees occurring outside the workplace also may be grounds for disciplinary action, up to and including dismissal. Agency responsibilities Agency Procedures Each agency is expected to create and maintain a workplace designed to prevent or deter workplace violence through the development of agency policies and procedures that articulate how this policy will be implemented in their agency.

At a minimum, each agency must: The Department of Human Resource Management reserves the right to revise or eliminate this policy.

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Updated July 09, Background on Fraternization Policies The dating or fraternization policy adopted by an organization reflects the culture of the organization. Employee oriented, forward thinking workplaces recognize that one of the places that employees meet their eventual spouse or partner is at work. Workplace friendships flow naturally into personal lives.

Families become friends through their work connection.

Nonprofit Volunteer Policies and Procedures. In order to work well with the staff and to present [nonprofit organization name] in the best possible light, we ask that you adhere to the following policies and procedures while you are on duty as a volunteer.

Volunteer Policies and Procedures Nonprofit Volunteer Policies and Procedures In order to work well with the staff and to present [nonprofit organization name] in the best possible light, we ask that you adhere to the following policies and procedures while you are on duty as a volunteer. Failure to comply may result in disciplinary action or termination. Volunteers must be at least 15 years of age to work without parental supervision, and must enjoy working with all types of people.

They must show a genuine concern for the company. A willingness to work hard, get dirty, and pitch in wherever needed. The ideal volunteer is self-motivated, mature, sensitive, dependable, a team player and reliable. Volunteers must complete a basic orientation session as scheduled before reporting to their first assignment. Additional training may also be required.

Answers to tricky HR questions: Can we have a no-dating policy?

This policy applies to any and all employee conduct that the company, in its sole discretion, determines must be addressed by discipline. Of course, no discipline policy can be expected to address each and every situation requiring corrective action that may arise in the workplace. Therefore, the Company takes a comprehensive approach regarding discipline and will attempt to consider all relevant factors before making decisions regarding discipline.

RITE AID 3 Scope This policy applies to all associates who work from locations owned, leased, or used by Rite Aid and its subsidiaries, as well as members of the Board of Directors. Effective date This policy is effective immediately and supersedes all previous policies.

Regulating Work Place Romances Regulating Work Place Romances At some time during your working life, you may have dated, or even married, someone you met at work. If you haven’t, then the odds are that you know someone who has. A survey estimated that 80 percent of all employees have either observed or been involved in a romantic relationship at work.

The Problems with Employee Dating Even though romantic relationships in the workplace are common, employers have legitimate reasons for concern about employee dating. The biggest fear is a sexual harassment lawsuit arising from either: Therefore, the participants in a truly “consensual” relationship cannot prove sexual harassment. The difficulty for the employer is proving that the relationship was consensual.

Often, an employee will argue that he or she was an unwilling participant in a relationship that merely appeared to be consensual. Even a consensual relationship, if it goes sour, can result in unwelcome advances, stalking, or other predatory conduct. In a consensual relationship between a supervisor and a subordinate, the subordinate often is the recipient of preferential treatment. Employees have asserted claims for sexual harassment based on the theory that they can’t receive the same benefits because they are not “sleeping with the boss.

The exception, of course, is where a supervisor propositions many employees, and only those who acquiesce receive preferential treatment. The first is to implement a “no dating” policy. However, the policy must be carefully drafted to avoid several potential problems.

Volunteer Policies and Procedures – Nonprofit Insurance Program

Purchasing Money handling Beyond this sample code of ethics checklist, it may also include any governmental regulations that guide the ethics of a particular industry. Managing Ethics in the Workplace Once you’ve developed your corporate code of ethics, there’s still the question of managing that document in real life. It’s very hard to ‘enforce’ ethics on individuals, so generally a good manager creates a supportive environment in which ethics can thrive. Developing corporate values is a process.

Within that process there are steps to manifesting those values including organization and motivation. Since a code of ethics doesn’t actually create a product or service, it’s important to remember that measuring its success can be somewhat subjective.

Policy Number: Eff. Date Rev. Date: – Equal Employment Opportunity. Interpretive Guide – Federal and State Poster Requirements; Gender Transition Guidance.

Additionally, I know we share an awareness of the importance of precedent in our decision-making processes and our handling of workplace safety issues in a prudent, responsible, and legally compliant manner. It is my observation that Company does in fact have a workplace-bullying problem. While workplace bullying is completely legal in the United States, it has been cited by the FBI as a precursor to and risk factor for workplace violence; for more information please see: Unless you have an objection, I will draft a sample policy for your review.

As you know, employees do have right to organize under the NLRA. Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and seek technical assistance to ensure that we at Company have not made any errors in violation of the NLRA. If we learn that any errors were made, I recommend that we remediate those as soon as possible.

Moving forward, I recommend that we consider implementing a decision-making protocol that will include technical assistance consultation from no-cost government or SHRM resources to prevent errors in the future. I will follow this memo up with a list of quality upcoming available trainings on our area or via webinar.

I know we share a commitment to prevent liability exposure for Company as well as personal liability exposure.

Policies & Procedures – Miscellaneous – Workplace Violence Policies and Procedures – 2C6

Employee Privacy ; Human Resource Policies ; Nepotism Office romances—romantic relationships between two people employed by the same employer—are as common now as they have been throughout history. The long hours many people spend at work make for a situation in which those with whom we work are for many not only colleagues but our primary source of social contact. Therefore, romantic relationships are bound to develop.

In fact, according to an article on the Discovery Health Channel Web site, 4 out of 10 people now meet their spouses at the office and more than half of those partaking in a survey reported to having had at least one office romance. Many office romances end happily, but not all. For businesses, workplace romances carry with them the potential to complicate the work environment and cause difficulties of various types—lost productivity due to distraction; accusations of favoritism; jealousy among co-workers; the potential for an antagonistic mood should the relationship end poorly; and, in a worst-case scenario, allegations of sexual harassment in the event that one of the parties asserts that he or she was coerced.

Generally an employer provides its employees with a handbook or workplace policies to set forth expected behavior and procedures within the workplace. Employer policies can impact your ability to bring a claim in court and in some cases can create contracts between the employer and employee.

If you’re responsible for creating or updating training manuals for your company, reviewing sample documents used by other companies can be very helpful. About Training Manuals Training manuals provide information about how to perform specific job tasks. They are beneficial to new employees, as they include detailed information about policies and procedures that need to be followed as well as instructions regarding what needs to be done and how.

They are also powerful tools for supervisors, providing a framework that can be used to teach new hires how to perform essential job functions and to provide ongoing training and performance management functions for current workers. Types of Training Manuals Company Training Manuals – Many organizations have a general employee training manual that provides information about general policies and procedures that apply to all workers. These types of documents often include information about internal processes and procedures, instructions for how to use the company’s information management system, emergency and safety procedures, and more.

Position Specific Training Manuals – Organizations should have training manuals specific to each job. These manuals should provide employees with instructions regarding how to perform tasks and duties specific to their job descriptions. For example, the training manual for employees who work in accounts payable department should include instructions for logging and recording invoices , processing them for payment, requesting payment approval, and other position responsibilities.

Task Oriented Training Manuals – In many cases, organizations develop training documents separate from their company and position-specific training manuals that focus on certain tasks. For example, employees from many departments may share the responsibility for answering incoming telephone calls for the company. Consistent instructions for these types of tasks should be available to employees in an easy-to-follow format, such as a flow chart or other type of documentation. Sample Training Manual Examples Harassment Prevention Every company should have a solid harassment prevention plan in place.

This involves establishing policies and procedures for this subject and work as a tool to clearly communicate them to employees.

Breaking Bad News – Difficult Workplace Conversations Training – Drama Example