From time to time managers find need to discipline a member of staff. Hopefully it’s not often but it’s part of a manager’s lot. When faced with a disciplinary, managers have several worries – getting procedure right balancing argument and making a good final decision. All disciplinaries start with an investigation to uncover the facts and find evidence.
Restrictive covenants (clauses) are used in employment contracts as a means of protecting the employer when an employee leaves. In order to be valid they must only protect assets that are key to the firm.
There are some occasions when the firm has a legal obligation to pay for eye tests and possibly glasses. Firms may also opt to pay for, or contribute, to the cost of glasses for general use. Find out when you should pay for employee eye tests and glasses.
Employing staff can be daunting. But it can also be very rewarding as you see your business grow.
There are seven key points to be considered. And each needs you to take specific action.
The biggest issue in setting objectives is measurement of the resulting performance. Using marketing staff as an example we explore effective objective setting.
Where an employee is failing to perform during their probationary period there is an onus on the employer to provide training to support the person. If the person proves not to be capable of meeting the requirements they may be dismissed. You must still so this fairly.