Tips For Employers: Employee Bereavement

A key focus of my blog is Health and Wellness. While employers seek to get the maximum productivity out of their employees, it’s also important to take care of workers as much as possible. A key time when employees need flexibility from their employers is during bereavement. The following contributed post is therefore entitled, Tips For Employers: Employee Bereavement.

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When business owners think about the need to manage their employees and provide assistance wherever possible, they – quite naturally – tend to focus on matters related to the workplace. However, as time passes, most business owners will come to realize that employee management extends far beyond the basics of the work itself.

Perhaps most challengingly of all, most employers will at some point find themselves needing to manage an employee who has recently been bereaved. Given that death is such a sensitive subject, and everyone reacts to the topic differently, managing such a scenario can feel almost impossible.

However, there is one, simple way to manage employee bereavement as effectively as possible: let the employee dictate what happens next.

What does this mean?

As we touched on above, everyone grieves differently. Some people will actively want to immerse themselves in work, seeing it as a welcome distraction. Others will find work burdensome and difficult to cope with when grieving, and would thus prefer their workload to be reduced.

Essentially, there is no blanket “managing an employee who is grieving” policy that you can apply to your company. Instead, you have to manage each case on an ad-hoc basis.

How can this be achieved?

Most business owners will discover the sad news that an employee has been bereaved through direct communication, often in conjunction with a request for time off. It is often tempting to just reply to this communication with agreement, and a few kind words.

However, the first communication is your opportunity to ask for more information. You can gently ask how they are doing, and – most importantly – what they need from your company over the next few weeks. Do they only want to take a day off work for the funeral, and otherwise continue as normal? Or do they need more time off, perhaps due to having to go through probate, speak with the likes of Winer, McKenna, Burritt & Tillis regarding legal proceedings, or arrange a house clearance? The latter point is particularly important: bereavement is often a complicated process in terms of simple bureaucracy as well as the emotional impact, but your employee may feel they cannot request time off to deal with these matters, so you have to extend the offer instead.

Ensure that your employee knows they can take the time they need; it’s the right thing to do, and it’s better for your company; after all, a distracted employee who is juggling a lengthy probate case is unlikely to be at their most efficient. By ensuring your employee has adequate time off, the return-to-work process should be simpler for both of you.

How should return-to-work be managed?

Whether your employee has taken a day off or an entire month, you’ll still need to manage the return-to-work process. The best way to approach this is to take each day as it comes. Spend a little time with the employee each day just asking how they are and if there is anything they need, but trust their response: if they say they’re fine to continue as normal, believe them, even if you suspect otherwise. Grief is different for everyone, so all you can do is let each employee be your guide while ensuring they know that you will provide any assistance should it be required.

In conclusion

Managing a bereaved employee is undoubtedly difficult, but by ensuring you provide opportunities for employees to ask for more time off, and allowing the employee to judge their preferred workflow after returning to work, the process should be as smooth as it possibly can be.

Keeping Your Employees Happy

The first principle of my blog is Creating Ecosystems of Success and two of its key focuses are Financial Literacy/Money and Business/Entrepreneurship. No matter what kind of business or organization you’re running, it will be very important for your operations to keep your employees happy and continually dedicated to your mission. The following contributed post is likewise entitled, Keeping Your Employees Happy.

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When it comes to running a business, the most important thing besides making money should be keeping your employees happy. At the end of the day, they help your business tick over, improve and become more successful. So what ways can you keep your own staff happy?

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Make Work-Life Balance Important

We all want to have an equal amount of work-life in our lives. And not all businesses focus on this when it comes to their employees. By overworking employees and giving them little time for their own lives can end up having a huge effect on their mental wellbeing. They also might be more likely to leave the organization if they don’t feel like their lives outside of work are considered.

Find ways of bringing work-life balance into the business whether that’s through flexible working or offering overtime or lieu for hours worked outside of their contract.

Reward And Give Employees Incentives

Respect between the employer and employee can only lead to good things. So be sure to reward your staff when they’ve worked hard and offer employees incentives for projects and work that needs to be done. These don’t necessarily have to be cash related, but any sort of reward can have a great effect on your staff’s productivity and keeps them happy within the organization.

One example would be to offer bonuses in return for completing a project before the initial deadline or by completing a certain amount of tasks. You might also be in the position to offer a promotion, so always consider this as a reward or incentive to staff members.

Listen To Their Worries

Good communication between staff members and those in higher positions is hugely beneficial to employment mediation. Listen to staff concerns and do your best to recommend solutions or fix them if you can. It’s important to make staff feel valued, and if they don’t, then they’re more likely to leave. Being honest with them is also appreciated so if something is going on that affects them, let them know. Be transparent and open with your staff, and they’ll do the same if they have anything they’re concerned about.

Encourage Socialising With Staff

A strong team of staff is more beneficial than one who doesn’t spend any time with each other outside of working hours. That being said, it’s useful to organize staff parties and days out that can help staff members socialize with one another, especially if it’s a big organization.

Make sure your office space provides an opportunity for socializing too whether that’s in the form of a canteen or breakout space. If you can’t offer that, then maybe have a budget to organize a group lunch every so often.

A happy organization is a productive one so it’s always ideal to keep tabs on your staff and what can make them happier. If you don’t care about your employees enough, they’ll feel the same, and that can have a negative effect on the company.

Ensuring Your Employees Give An A Star Performance

The first principle of my blog is Creating Ecosystems of Success and to of its key focuses are Financial Literacy/Money and Business/Entrepreneurship. A major part of growing and maintaining your organization is hiring and then properly developing your staff. Doing so will be advantageous while not doing so will have an adverse effect on your overall operations. The following contributed post is thus entitled; Ensuring Your Employees Give An A Star Performance.

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When hiring your employees, you should understand by now the importance of not rushing the process. There are so many things that you need to look out for in order to make sure that you’re choosing the right candidates for the job. You need to ask the right questions, be a good judge of character, and follow up references given to you so that you can essentially have a second opinion on what you’re already thinking. But it doesn’t stop there. Once you have decided who is going to be part of the team, you need to turn them into your business warriors, as they are now the face of what your business, and any mistakes they make will not only reflect it, but it’ll reflect you too. Your faith lies in their hands, so while small errors happen from time to time, you want to avoid all disasters so that you stand a good chance at having the success you want and deserve.

Here are some ideas of how to ensure that your employees are giving an A star performance every single day.

Train them to perfection
If for any reason your employee’s aren’t up to scratch with the latest software or tools, then it is down to you to make sure they learn, and properly. Fortunately, you can offer them all the Onsite Microsoft Excel Training they need, without them even having to leave the office and miss out on anything else that’s happening. So whether you opt for group training, one on one, or taking a complete beginner and turning them into an expert – you don’t have to worry about wasting any valuable time as you will have what you need right at your very fingertips.

Give them the support
Sometimes we can wake up on the wrong side of the bed and be in an awful mood for the rest of the day. Sometimes it can be a lot more severe than that, and yet you may not be able to tell the difference when it’s happening to someone else other than yourself. This is why you need to be a supportive boss that gives their staff all the help they need and require when times get hard. Keep your office door open when you’re not busy, and let everyone know that you’re there to help or even just listen when they need it. While professionalism should always be in your mind and working attitude, we’re still human.

Create weekly or monthly incentives
There is nothing wrong with creating a little more incentive when it comes to your employees finishing and completing tasks to the best of their ability. Of course, one could argue that they’re there to do the job brilliantly regardless of what’s on offer, and while this is true, having an incentive gives people that extra kick up the bum they may need to motivate themselves and be a force to be reckoned with. What you offer doesn’t have to be huge – it can be as simple as a nice bottle of wine up for grabs, or cinema tickets.

A look at careers: the government’s General Schedule pay scale and salaries revisited

The first principle of my blog is Creating Ecosystems of Success and some of its focuses are: Career Discussions, Education, and Financial Literacy/Money. I originally published this piece in 2015 on the Examiner as I started to understand some of the nuances of being a federal employee. While the employment in the government is relatively stable in comparison to the private  sector, there are some other unique differences which I thought were worth discussing. If you or someone you know is considering a federal career, this is a good and insightful read.

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My last article gave an overview of my experience as a federal employee in a general sense. This article will talk about one of the more intriguing parts of being a federal employee; the General Schedule (GS). The GS is particularly relevant when one is looking to get hired into the federal government and it takes on more significance when seeking promotion within one the federal government’s many agencies.

The General Schedule is a payroll scale which dictates the salary of each federal civilian employee. The scale spans from levels 1-15, with 15 being the highest paid and most senior. The only levels higher than the GS are the Senior Executive Service (SES) and then becoming an elected official.

Within the GS some promotions to the next grade are automatic without competition. Within grades, there are ‘steps’ where one automatically gets a raise periodically. There are 10 steps to each grade, and the first four step increases are automatic annually. Afterwards they are every two years. This seems like a really good deal right?

Reaching the GS-14 and 15 levels from the 13 level involves competition. That’s assuming that there’s money in the federal budget or ‘continuing resolutions’ for those promotions to become available in the first place. Another caveat is that one cannot jump to a higher grade without proving that they adequately performed the functions of the grade below it – going from a 13 to a 15 for example. A 13 must first become a 14 before reaching a 15.

While the GS is standard across the board for all federal employees, the cost of living for geographic location varies. For example, a GS-14 in my hometown of Buffalo, NY would make slightly less than a GS-14 in the Washington, DC metro area due to the vast difference in the cost of living.

What does all of this matter? As with everything, it isn’t a perfect system depending on your point of view, and there are pros and cons to working in the public vs. the private sector vs. academia. As described in my Earning a Ph.D. series, ascension within the federal government isn’t entirely dependent on one’s degree level. Having a Ph.D. for example doesn’t guarantee a promotion or even favor within an agency, and there are scenarios where Ph.D.’s can end up being supervised by master’s and in some cases bachelor’s level staff, something that would almost never occur in the private sector or in academia.

“We have Ph.D.’s.!!! We shouldn’t be making the same amount of salary as those filing records or who are doing administrative things,” a former colleague who has since gone to the private sector often lamented. That’s another caveat, tenure is an important component to federal employment. Specifically, there are instances where someone with a lower level of education who has been in the system longer, can make equal or more salary than someone with greater academic credentials who has been the system for less time. Ponder that.

“I wanted to move to Washington DC, so that I could get my 11,” a friend with a background in Human Resources who was a GS-9 said upon moving to the Washington, DC. Because the federal government is centralized in Washington, DC, the opportunities to get promoted are more plentiful there. Likewise, once promotions are achieved, that level is typically maintained wherever one goes afterwards throughout their career.

“When I first moved here, a couple of men told me they had achieved their ‘14s’ when we first met and I didn’t know what that meant,” a female acquaintance shared with me about her early dating experiences in the area. A funny but true and in some ways disturbing aspect to all of this is that in the DC Metro area, your GS-level can have huge social implications. In the minds of some, it represents: power, prestige and status in addition a considerable salary, the latter probably being the most important though they are generally lower than comparable private sector positions.

In closing, none of this information is confidential so I won’t get in trouble for sharing any of this. The salaries of federal employees are readily available to the general public online. Thus, when you know someone’s GS-level, you have an idea of what they earn, unlike in the private sector – an unsettling thought in terms of privacy to some degree. Nevertheless, it’s one of the cons that come along with being a public servant. The bonuses tend to also be more robust in the private sector.

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There are other aspects to being a federal employee such as the Thrift Savings Plan (TSP) which is the retirement plan/system for civilian employees. I will probably discuss it in a subsequent post about retirement as it’s something I didn’t quite understand when I started my federal career.

I’m going to close by going back to stability, but in a different way. In some instances, federal employees may perform at low levels for their given duty for any number of reasons. This likewise can earn consecutive poor ratings at their annual performance appraisals. This is difficult for supervisors because it’s classically hard to fire federal employees as there’s a long and involved process for letting go of them once they’ve passed their probationary period – again something very similar to academia.

Thank you for taking the time to read this blog post. If you enjoyed this one you might also enjoy:

Perspectives of federal workers caught in the middle of the 2013 government shutdown revisited
The myth of the stability of being a government employee revisited
Father’s Day 2018: Dad’s doctor and his lawyer, and a discussion on careers
Applying School To The “Real World”: Turning Subject Knowledge Into a Career
Staying Relevant In The Workplace: The Tips To Help
Common Mistakes When Choosing A Career
Making The Most Of Your Education

If you’ve found value here and think it would benefit others, please share it and/or leave a comment. To receive all of the most up to date content from the Big Words Blog Site, subscribe using the subscription box in the right-hand column in this post and throughout the site, or add my RSS feed to your feedreader. You can follow me on the Big Words Blog Site Facebook page, and Twitter at @BWArePowerful. Lastly, you can follow me on Instagram at @anwaryusef76. While my main areas of focus are Education, STEM and Financial Literacy, there are other blogs/sites I endorse which can be found on that particular page of my site.

Protecting Your Business From The People Within

Two key focuses of my blog are Financial Literacy/Money and Business/Entrepreneurship. When running any business, it’s important to hire staff you can trust to the best of your abilities, and also protecting your operations from your employees if necessary. The following contributed post is thus entitled; Protecting Your Business From The People Within.

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Hiring people should always mean that you’re able to trust those inside your business. When you’re paying someone to work for you, you should be able to expect their loyalty, even if things go a little bit wrong. Of course, though, this isn’t always the case, and a lot of businesses have been impacting by their employees in the past. To keep your company safe, this post will be exploring some of the measures which can be taken to make sure that your team is always on your side. This sort of effort is worth it in organisations of any size, even if they are very small.

Monitoring: While keeping an eye on people may seem a little sneaky, it’s not such a big problem when you’re paying for their time. A lot of companies monitor areas like search histories, room used by employees, and even the activities people get involved with outside of work. Taking this approach is nice and easy in the modern world, with loads of tools available to make sure that you can achieve this goal without making your employees feel like they’re being watched all the time.

Security: Information within a business should always be kept on a strictly need-to-know basis. If someone doesn’t need access to a set of files, they shouldn’t have access to it, as this helps to improve security by a huge degree. Likewise, when it comes to items which need to be physically protected, locks and safes can be very useful. It’s amazing what people will steal when they have the chance, even when they’re being paid by the victim they’re making.

Strict Policy: A lot of companies struggle to keep their employees in line because they simply don’t try hard enough. It will be easy for your team to be lazy with their work if there aren’t policies in place for targets, discipline, and reporting bad behaviour, making it crucial that you work to put them in place. To make sure that you can enforce this, a lot of companies use shift managers to keep people working as they should be.

Legal Support: As the last area to consider, it’s time to think about what could go really wrong for your business. When you hire someone, you take on a set of responsibilities which you have to fulfill. Failing to do so could result in being taken to court, forcing you to get help from a company like Ogletree Deakins to fight your corner for you. By following the rules and doing things by the books, you should be able to avoid this sort of issue, even if someone is hell bent on trying to take you for everything you’re worth.

With all of this in mind, you should be feeling ready to start putting protection in place for the inner workings of your business. A lot of people struggle with this sort of work, finding it hard to know exactly what they need to do when they want to keep their company safe and secure.

Businesses Are Heading For A World Without Employees

Three of the key focuses of my blog are Financial Literacy/Money, Business/Entrepreneurship, and Technology. In current times, there is a lot of talk about workers being replaced by machines and automation. This discussion is often approached from the perspective of the employees, but is seldom discussed in terms of the advantages of the employers. What are the advantages to employers? The following contributed post is entitled, Businesses Are Heading For A World Without Employees.

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At least, employees in the traditional sense of the word. Instead, there are new options for business owners that need help but don’t want the headaches that come with having a full team of workers on staff in their building.

This isn’t surprising as when you get right down to it, workers can come with a lot of problems. That’s not to say this is their fault or that they are the ones to blame. In most cases, it’s fair to say that it’s employers who are causing the brunt of the issues, but that doesn’t matter. Now that the business world is, changing employers can escape the responsibility they were once tied to. So, let’s look at some of the issues employees cause and the factors that will bring big benefits for business owners.

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Employee Headaches

There are quite a few issues that you can have with employees. Harassment claims are certainly in the spotlight right now thanks to various Hollywood scandals, and slowly but surely they are seeping into the real world too. Offices are being flooded with claims, some legitimate others not, of workers who feel they have been treated terribly. It could cost business owners horrendous amounts of money.

Or, how about injuries at work? As a business owner, it’s your responsibility to keep your office or workplace safe. Failing to do this will result in a hefty fine that yes, you will need to pay. Workers comp lawsuits are often hundreds of thousands of dollars in damages and may, in some cases reach the low millions!

There’s even the time and effort it takes to hire and fire employees to consider. You have to spend hours interviewing people, many of whom won’t be qualified enough or experienced enough for the job in question.

So, why are employees now on their way out of the business model?

Machine Learning

Yes, machine learning will almost certainly pave the way for more processes to be completed by machine and an automated workplace. This is already starting to happen, and if you’re let go next year, there’s a good chance it’s because a computer system or piece of software can now fulfil your role. Don’t worry though, everyone will be on the chopping board for this reason soon enough.

Going For The Gig

As well as this, businesses are now learning more and more towards hiring freelancers and outsourcing companies. The good news is that these outsourcing companies still need staff and it’s causing a boom in the gig industry. The bad news is that it’s allowing businesses to essentially ‘hire’ employees without offering any of the typical benefits or incentives. So basically, it’s a big win-win situation for business owners.

What Does It Mean?

For business owners, it could be the solution to perilous lawsuits. For society as a whole, we might see the introduction of a universal living wage, and it does seem like the only suitable solution as workers become less needed in far more industries.

Is Your Company Ready To Take On Employees?

Some of the key focuses of my blog are Financial Literacy/Money, Business/Entrepreneurship and Organizational and Management Discussions. A major key to running a company is knowing when additional help is needed in your workforce. If you need help, what’s the best way to approach finding it?  This contributed post is thus entitled, Is Your Company Ready To Take On Employees?

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Thinking of hiring employees to work for your company? Preparation is essential when taking on staff members. Here are a few questions to ask yourself before you take steps to hire employees that will tell you whether you are ready or not.

Can you afford to take on employees?

First of all, you need to be certain that your company can earn enough to pay your employees wages. On top of this, you need to be able to afford recruitment costs, insurance, equipment and work incentives. It’s worth getting a financial advisor to help draw up a budget so that you can decide whether you’re ready – you can always take out a loan at first to pay for recruitment costs and initial equipment.

Have you got the time?

You need to be able to dedicate time to the recruitment process such as reading resumes, conducting interviews and providing training. Make sure that you’ve made this time for yourself, otherwise you could end up rushing the process and hiring the wrong employees. You also need to be there for your employees when they’re actually working for you – nobody likes a distant boss.

Have you got the tools and equipment?

Hiring employees could mean having to hire extra equipment. Some of this could be required for admin purposes such as payroll software. Other equipment could be for your individual employees needs such as uniforms, extra tools and safety equipment. You may want to stock up on some of this beforehand, whilst uniforms may be something you want to order when you know your individual employees sizes (although you may still want to come up with a design prior to this).

Do you understand the legal requirements?

There are a lot of legal requirements to consider when hiring staff. You’ll need to first take out employer liability insurance to protect you from injury claims – this is compulsory in many countries. You’ll also want to do a risk assessment of your workplace to ensure that aspects such as fire safety and basic health and safety are met. On top of this, you’ll need a clear understanding of all the benefits you should be providing such as a pension and holiday pay. PEO companies can help when it comes to putting benefits in place. Make sure to keep up to date with your local employment laws. If you are looking for a German PEO visit globalization pedia.

Do you have the personal skills to become an employer?

You may also want to consider taking a couple courses in leadership and management. These could help you to get a firm grip of the admin required whilst also helping to develop leadership skills such as delegation, communication and motivation. You can also try reading books on leadership or simply taking advice from blogs and vlogs. You don’t need experience or qualifications to be a good leader, however educating yourself could go a long way.

Don’t Hire Your First Employee Until You’ve Considered The Following

Some of the key focuses of my blog are Financial Literacy and Money, and both Business and Entrepreneurship. A major key for any entrepreneur is properly hiring and managing new staff – two aspects that can cause any business to crash if not done correctly. This contributed post is thus entitled; Don’t Hire Your First Employee Until You’ve Considered The Following.

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One of the biggest steps that most entrepreneurs need to take is hiring their first member of staff. It’s an exciting time when it is time to consider hiring an employee, as it means that the company is going in the right direction and growing steadily. However, it does come with a few implications as well, such as being a huge expense. If a company owner mistimes hiring an employee, then it could cost their business thousands at a time when it can’t really afford it.

So, as you can see, it is essential that you do your homework and make sure your business is in the right position to bring on a new member. To help you out, here are a few things that you need to consider before you do start looking for your first employee.

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Think About The Cost

Firstly, it’s necessary to think about the cost that will come with hiring a new member of staff. Once you do hire someone, you will need to start paying them a wage which will obviously be one of your company’s biggest expenses. It’s worth reviewing your budget to make sure that your company is making as much as you think and that you will definitely be able to cover this expense.

Think About How You Word Your Job Description

Before you start reviewing applicants for your newly open position, you will need to draft up a job description. After all, if you don’t advertise the fact that you are hiring, how will anyone know that they can apply to work for you? When you are writing the job description and ideal candidate specification, it is important to take care that you mention all the tasks and responsibilities that will come with the job. The more detail there is, then the more chance that only those with the right qualifications and experience will apply. If the job description is too vague, then you might get some unsuitable applicants, and sifting through these will only waste your time.

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Employee Or Contractor?

Before you do set out on employing a full-time employee, it’s worth asking yourself if it makes more sense to find a contractor instead. Even though contractors and freelancers are often more expensive to pay than full-time employees, you will benefit from the fact that you don’t have to provide them with any financial benefits. For instance, you will need to give any full-time employees paid vacation and sick days as well as help them with pension contributions. This isn’t the case with contractors as they aren’t entitled to these kinds of benefits. So, even though they may charge you slightly more than average, you will actually end up saving a lot of money thanks to their lack of entitlements.

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Reassess Your Workplace

It’s always a good idea to reassess your company’s base as well. It needs to be safe for people to work in or else you might end up needing to hire the likes of Richard Vadnal to represent you in the event that you are taken to court by an employee who injured themselves in the workplace. Even though you might think that an office is a safe environment in which to work, there are still some hazards and risks that you might need to be aware of. For instance, you need to carry out a regular fire drill with any employees you hire so that everyone is aware of how to act in the event of a fire. Make sure the office space is also kept clean and tidy so that there are no trip hazards on the floor. Furniture should be ergonomic so that employees aren’t at risk from developing repetitive strain injury (RSI).

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Look For Good Insurance

Once you have some employed staff on your team, you will need to get all the relevant insurance. This is so that you are covered in the events of any accidents and injuries that occur in the workplace. The insurance should pay out to cover any compensation claims so that it doesn’t have to come out of your business’s pockets. Not only that, though, but the insurance will also cover any claims from clients if they are unhappy with the quality of work carried out by your employees.

Set Up Payroll

In order to pay your full-time employees, you should set up a payroll system. This makes it much easier to sort out your workers’ tax payments as well as figuring out their insurance contributions. It can be quite tricky to set up this kind of system, especially if you have no experience in doing so. Some entrepreneurs like to outsource this to a HR professional to get them up and running, while others prefer to hire a HR team member as one of their first new recruits so that they can set up payments ready for all incoming new team members.

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Draft Up A Contract

Before you do welcome someone new onto your team, you need to make sure that there is a contract between the two of you. This is essential as it will set out exactly what is expected from all parties. For instance, it should include the agreed wage as well as employee’s scope of work. The contract should also explain how the contract can be legally terminated by each party, by having this outlined this can stop employees being wrongfully fired and ending up getting a workers compensation attorney due to breach of contract..

Keep Records Of Everyone

Once your first employee starts working for you, it is important that you keep records of everything. These can then be used as evidence in the event of any disputes or arguments between the two of you. It’s also necessary to keep complete documents of employees’ hours, sick days and anything at all that is relevant to their position. Keep these documents safe as you never know when you might need to use them in the future.

Hopefully, considering all the points above will make it easier for you to figure out whether now is really the right time to hire your first ever employee. Good luck with growing your company!

Could You Be Making It Easier For Your Employees? Here’s What To Think About

Some of the key focuses of my blog are: Financial Literacy, Wealth Building, Business and Entrepreneurship. A key to effectively doing business in today’s world is creating the best possible work environment for your employees. The following contributed post is thus entitled; Could You Be Making It Easier For Your Employees? Here’s What To Think About.

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When it comes to running your business often as you start to expand, you get to the point where you may end up having employees working for you. However, if you do end up having employees working for you, then you may want to ensure that you do what you can keep them happy. After all, happy employees means a happy and productive business workforce. So what can you do to make things easy? I thought I would help you by sharing some of the things your and your business could do.

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Making the working environment comfortable

One of the first things you may want to think about is the working environment that you have for your staff and whether or not you feel that it is comfortable. There are things that you can do to ensure this. First off, thank about their workstation and seating, their desk and where they are positioned. You may want to think about room temperature, not too hot out too cold especially on hot and cold days outside. You may also want to think about the facilities you have in place, such as drinking water, places to store food and drink for lunch breaks and lastly whether there is outside space for fresh air. These things can make life easier on your employee in terms of how they feel in work.

Making the work levels simpler for your employees

There are things that you may want to think about internally to help simplify the workload that you have for your employees. Such as document management. After all, there is a likelihood that there will be a lot of documents passing through your business. Things like invoices and receipts, contracts and signed papers, and a software system to manage them may help matters. This is when looking into websites like https://www.templafy.com/document-management-software/ could really help you out.

Keeping your staff and employees safe

When you have staff and employees working for you, you have a responsibility to ensure that you keep them safe. So you may want to think about how you can do that as an employer. Things like having a decent health and safety p-solicit in place is probably a good place to start. Regular rose assessments and ensuring things are checked over is a great way to do this. It can often be the simple things such as this, that can have employees feeling valued and respected while they are in the working environment. Having a policy booklet on hand can also help ensure that everyone is aware of the policies your business has in place.

Being approachable as a boss

Finally, being approachable as a boss is a crucial to ensuring that you can keep things going. Your employees will need to feel comfortable talking to you about things such as their career development, but also feel comfortable and confident enough to talk to you about personal issues that may involve them having time off etc. Being approachable is something you may need to work on, but it could help ensure that you do right by your employees and your business. Articles such as https://www.linkedin.com/pulse/20141008154953-152548954-6-steps could help you do this better.

I hope that these tips help you make things easier for your employees.