- Do you have an outdated — or no employee handbook?
- Be careful asking inappropriate – or the wrong questions during an employment interview
- Are You Using Outdated or No job descriptions?
- Are you conducting background checks on your prospective employees?
- Be sure you are properly paying overtime to non-exempt employees
- Are you consistently documenting work practices?
- Educate your employees on sexual and other forms of workplace harassment and discrimination
- Are you avoiding or inconsistently dealing with any employee performance, behavior and conduct issues?
- Formally evaluate employee performance and development
The Americans with Disabilities Act (ADA) has made it nearly mandatory to have appropriately written job descriptions. This should be the very first step in a proper hiring process.
Job descriptions should detail the essential duties, responsibilities and expectations of the position, and be written in a fashion which clearly describes the physical tasks required of the job.
Remember: Once good job descriptions have been developed it becomes much easier to fill the position and train and evaluate the employee. Even if you don’t have to comply with the ADA, an ADA-style job description that outlines the job’s physical, mental and environmental requirements and demands can help you avoid or actively manage workers’ compensation claims, and it makes good business sense.
How do you keep job descriptions current? Make updating part of your performance review process and have the employee review it and make the first edits.
