Hiring employees is a massive undertaking for any business, requiring a mutual commitment to success. Employers expect their staff to perform at their best, while employees anticipate fair treatment. The employment relationship is a reciprocal arrangement founded on trust. If you sense this trust is strained or compromised, pause, seek guidance, and refrain from taking any hasty actions. Failing to comply with laws might ruin you or your business.
Here are pieces of advice that every employer should know
Have Every Employee’s Employment Agreement
For Every employee, you’re required to have a documented employment agreement, and you must retain a signed copy on record. If you lack a written employment agreement for any of your employees and don’t possess a signed copy, either in physical or digital form, it’s crucial to engage with us. What does your employment agreement entail?
Ideally, your employment agreement must be tailored to the needs and circumstances of your company. While generic, free versions of employment agreements available online may fulfill the essential requirement, they often offer limited protective value beyond compliance. That’s why most businesses have employment solicitors to help them develop the best employment agreements for your company.
What to do when the Employee is Bullied at Work?
To address workplace bullying, start by referring to your employment agreement or employee handbook for the established chain of command and complaint process. As an employer, you must ensure a safe work environment, so take action when an employee reports bullying. Ask the complainant for specific details in writing, including actions, dates, and times of alleged bullying.
It’s essential to investigate allegations, ensuring fairness for both the accuser and the accused. Communication is crucial throughout the process. Seek employment law advice for employers early to avoid potential personal grievances and to navigate the situation correctly. After the investigation, there can be three outcomes:
- The allegations are baseless
- Minor disciplinary action is required
- Significant disciplinary action is necessary
A clear workplace bullying policy in your handbook is vital for following the correct procedures and protecting your business and all parties involved. Consider seeking legal guidance to ensure a fair resolution.
Can you Dismiss your Employee After a 90-Day Trial Without Warning?
Before considering the dismissal of an employee during a trial period, it’s highly advisable to seek legal counsel from employment law solicitors for employers. In most cases, 90-day trial period requirements are stringent and must be followed precisely. Your written employment agreement should include a trial period clause, specify the start and end dates, and align with the Employment Act of your country.
Merely having a trial period clause in the contract doesn’t automatically make it enforceable. It’s essential to ensure compliance with the law. Additionally, employment agreements must be signed and dated before the employee’s first day of work to validate the 90-day trial period. It’s good practice to provide the agreement in advance, allowing time for review and legal advice, and then have a final signing meeting before the employee starts, reducing potential future complications.
For employers, ensuring compliance with employment laws is crucial to maintaining a healthy and productive work environment. Having well-documented employment agreements, addressing workplace bullying effectively, and seeking legal counsel before making decisions during a 90-day trial period are essential steps to protect your business and foster a trusting relationship with your employees. Trust and compliance go hand in hand in the world of employment.