Many companies have sick leave policies established so that employees can take off when they're contagious but many of these also try to address the possibility that some workers might try to get off when they aren't actually sick. This is a fine line for employers to walk because of the Family and Medical Leave Act (FMLA). We know that you might have some questions about what you can and can't do, especially with the recent concerns about people passing germs to others.
Part of being able to protect your business from litigation is having staff members who can handle complaints and situations in an appropriate manner. This training works in conjunction with properly written policies that outline what's allowed at your business and how specific situations will be handled.
The policies you set for your company have to be in the business' best interests, but there are legal limits to what you can set. You must ensure that the guidelines you set don't go against any employee rights laws. Preventing your company from having to face legal action from a disgruntled employee is a big undertaking, but we are here to help you through the process.
Protecting your company is a priority, and you are one of the best people who can do this based on the fact that you are the business owner. It is imperative that you take the steps that are necessary to ensure that everyone in your company has what they need to do their jobs without having any legal missteps.
Protecting your company from legal action can sometimes feel like a full-time job. It is necessary that you do this in a variety of areas. One of these is your employees. You don't want to leave any room for a disgruntled employee to find something to sue over. There are several things that you can do to minimize the chance of this happening.
Small businesses, much like young ones, can feel more fragile than their larger brethren in the marketplace. When things are just getting started, many businesses are sole proprietorships. One person owns it, and that person is responsible for most or all of the company's actions or expressions. But this is not the only issue, and it is generally not the safest.
As an employer, you have specific duties that you must meet. When you do this, your employees know that they are valued and that they can count on you to treat them fairly. By meeting your duties, you reduce the risk of litigation in the future. We know that this might seem like a big task, but breaking it down into different sections can make it much easier.
Employment disputes are often complicated undertakings. Companies likely want to ensure their most valuable assets, their employees, are taken care of. But, they also need to think about the good of the business. Finding that balance is often difficult, so the administrators and owners need to work with someone who is familiar with employment litigation defense.
Many things can lead to an employer facing litigation. One option that you have to combat some of these is to have the rules and guidelines for the company spelled out clearly in a handbook. This gives employees a look at what's allowed and what isn't. From there, you can fine tune the specifics of the handbook so that it meets the needs of all employees.
Employers have a duty to investigate any claims that employees make regarding sexual harassment. When an employee approaches their manager, supervisor or any other company representative with a complaint of sexual harassment, swift action is necessary. The reaction of your management team to these complaints can impact how the complainant reacts.