Case in point: a colleague of mine who runs a small business recently terminated an employee who had stolen from the company. On the Record of Employment – the document that must be prepared when someone’s employment ends for any reason – she indicated “For Cause.”
Finally, special consideration should be given to technology in the workplace. Telephones, computers and smartphones, as well as social media and Internet access that companies provide to their employees represent potential business risks. Therefore, the terms of their use should be clearly defined. For example, businesses of all sizes should have a social media policy drawing the line between proper and improper use of social media channels. While employees certainly have the right to their private use of these properties, they should sensitive to what’s professionally appropriate, in the context of their business, and what’s not.
A mentor of mine likes to say: “You are too busy digging the ditch with a spoon to go and get yourself a shovel.” Small business owners and managers often fall into this trap. They are so busy building and running their businesses that they just don’t invest the time and resources required to ensure legislative compliance and operational efficiency.
Putting some structures in place needn’t be arduous. Neither should it negate all that makes small- or medium-sized businesses so attractive. Good HR practices make businesses stronger and workplaces better.
Wednesday, Mar. 04, 2015 5:00AM EST