Is the lack of an employment relations policy in practices a risk to the owners?
Absolutely. Mike Moore has handled hundreds of employee administrative complaints and suits, and has read thousands of court opinions. From this experience, we know that practices suffer from a very high proportion of employment claims, particularly sexual harassment, false imprisonment, retaliation and defamation. And, unfortunately, even if ultimately proven to be meritless, the average cost to the employer to defend such a suit if it goes to trial can be $75,000.00 or more.
Our office has only a handful of employees. Why spend the money and time to implement an employee relations policy?
Small staffs can grow, and if policies and procedures are not in place, the need for them may become apparent when your business is served with a complaint and summons to appear in court.
Even if the staff remains small, people sometimes change. The most wonderful employee today may be the one who sues you tomorrow. Having a policy not only insulates against the possibility of suit, it prevents misunderstandings that can cause good employees to leave. Finally, you will find that a policy makes employees much more comfortable and confident of their positions. Research shows that people who work in places with such policies – particularly policies that have a clear path for the hearing of concerns – are much happier and more productive.
Won’t implementing the new policy upset the staff and make them suspicious?
Not at all. By presenting the policy as something that benefits them, by making procedures transparent, employees appreciate the consideration.
No one here is an expert in employment relations. How will we know what to do?
The policies and procedures are self-explanatory. When you order the Solution Center, we will go over the policies with you personally and customize them to your needs. We have written it precisely for those who are not HR professionals, so a review of the policy will tell you pretty much what you need to know. We also supply additional materials explaining why to keep records and how to do it. And, finally, Pat Flores, the administrator of the program, is only a phone call or email away for any assistance.
My office manager is already swamped. Won’t taking on administration of an employee relations policy put her under?
Not at all. We’ve designed the policy to be self-executing. That is, unless you are hiring or firing, there is little that needs to be done. That is the beauty of having it in writing. And, if you should have an internal complaint, you have the confidence of the step-by-step procedure that the employee and you can follow.
Why should I spend the money for the Solutions Center? I’ve seen HR policies sold in bookstores for much less. I know that some payroll companies offer employee manuals and HR support.
We are sure you have heard of other offerings, but off-the-shelf pattern policies are intentionally vague and are not customized to your needs. None that we know of provide the ultimate protection of the integrated employee concern and discipline procedures which were developed from Mike’s experience, his review of dozens of company policies and his knowledge the best and the worst policies. One civil rights charge or a single lawsuit delivers the lesson too late.
Why should I continue as a member of the Solutions Center?
Our HR experts are a phone call or email away. There is no limit on the time we take with you. If we can’t answer your question, we’ll find the resource that can. If you need a lawyer, we will find one and monitor the representation, for your benefit.
