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It is important to make sure that regulations are obeyed. There may be many regulations on equipment and safety regulations. It is important to appoint qualified people to making sure regulation standards are met. There can be issues with insurance and liability if an employee is injured due to lack of safety standards.

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It is important that all employees are provided equal opportunities. It is important to make sure that all employees go through the same training and experience. If someone has been with a company for an extended period of time they would receive a promotion before a less experienced employee.

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When writing policy it is important to think of the businesses values. Employee policy may include dress code, employee conduct and other important rules for the workplace. The employee policy or employee handbook must cover all aspects of the policy and be written clearly. The policy should also discuss things such as warnings and discipline.

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Recruiting employees is important; as it is also important to write a good job description it matters where it’s displayed. Where you search for employees is important and different for certain businesses. It is important to advertise a job where you can get the most qualified people to read the ad. Some examples would be job fairs for certain trades, or a career fair at a school that specializes in a certain field.

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The EEOC is a federal agency that enforces civil rights laws. They investigate cases filed for sex, race, color, national, origin, and religion, disability, etc. If an employee feels discriminated against by management or other employee they have the right to file a case with EEOC. It is important to ensure all employees are treated equally.

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When disciplining an employee it is important to make sure that they have been warned of their actions prior to being disciplined. A verbal and written warning should be issued to the offending employee. It is important to keep these warnings on fine incase of legal action. If employee does not improve, then management may take disciplinary actions. This could be retraining the employee, demotions, etc

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A severance agreement is a signed notice that an employee is receiving an amount of pay and in return the employees being fired agree to go their own way, without conflict, or legal action. This agreement is mainly made to prevent legal action when terminating an employee.

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Verbal and written warnings are formal warnings to employees. These incidents are important to record, if an employee breaks employee policy they may be disciplined or terminated. When giving a verbal warning it is good to write it down and save it, this could be used as evidence in court. A verbal warning could also be recoded with the offender signing the warning. Written warnings are more serious and are a final warning before termination or discipline.

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Job description is a crucial part of the hiring process. It should include some of the essentials of the job and list requirements, such as education level, certifications, licenses, experience, etc.  The description is meant to interest qualified people and give a good reflection of the business and job.

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Job training should be designed to ensure that employees are aware of order of operations performed and confident with their task. It is important to make sure employees are ready to work without supervision to reduce risk of injury or product quality. When training employees it is important that the worker knows their job task and can complete it to the full extent.

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During the hiring process it is important to have a questions sheet written out of questions to ask, it is important that the interviewer is careful with what they say. There are many questions that can end in a legal battle. It is important to not ask about disabilities instead ask if they can lift the required weight and give a physical test as well. When speaking to women it is important to not discuss personal life such as children or if they plan on having children.

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When firing an employee it is best to stay professional and important to get to the point. Don’t say “I’m sorry” or “You’ll find another job” this does not make the person feel good and will upset them because nobody is as sorry as the person being terminated. When firing an employee do not mention a job reference, if they do use you as a job reference, answer only the questions the person is asking.