By Prof. Elsie Y. Jiménez
lead and manage people is certainly a task with many challenges and great satisfaction, all people are unique and unrepeatable, and those who like to work with the human resources of the company without doubt say that the of discipline is the most difficult in this process.
The word "Discipline" according to the Royal Academy of English Language involves: investigation of a person, especially, art, faculty or science, compliance with laws and ordinances of the profession. For the company's discipline is the guarantee that organizational processes come to be as established.
An Employee Handbook is a guide which sets out the operational standards, policies and procedures of a company in order to serve as reference for its employees during its course or stay in the organization.
Since when should a company have an Employee Handbook?
A company must have its own Employee Handbook from the moment that includes having the first employee. It's just mind in this manual where the company establishes their relationship as employer to its employees. In addition to protecting the company legally, this handbook sets which will be the rules or standards to follow for future employees.
What policies should not miss an Employee Handbook?
Some of the policies that should not be lacking in an employee handbook are:
• Equal Employment Opportunity
• Sexual Harassment • Domestic Violence Protocol
How to help the company with the Employee Handbook disciplinary processes?
As we said earlier, is in the Employee Handbook which sets the rules for all employees of the company. It is a guide to operate the business and human resource management. Also helps to establish what the disciplinary process and avoid legal action as unjustified dismissal, any complaints of discrimination and sexual harassment. It is important that the company may have a manual that suits its particular type of business or industry, therefore, must be prepared by a labor attorney or human resources consultant with proven experience.
The word "Discipline" according to the Royal Academy of English Language involves: investigation of a person, especially, art, faculty or science, compliance with laws and ordinances of the profession. For the company's discipline is the guarantee that organizational processes come to be as established.
An Employee Handbook is a guide which sets out the operational standards, policies and procedures of a company in order to serve as reference for its employees during its course or stay in the organization.
Since when should a company have an Employee Handbook?
A company must have its own Employee Handbook from the moment that includes having the first employee. It's just mind in this manual where the company establishes their relationship as employer to its employees. In addition to protecting the company legally, this handbook sets which will be the rules or standards to follow for future employees.
What policies should not miss an Employee Handbook?
Some of the policies that should not be lacking in an employee handbook are:
• Equal Employment Opportunity
• Sexual Harassment • Domestic Violence Protocol
How to help the company with the Employee Handbook disciplinary processes?
As we said earlier, is in the Employee Handbook which sets the rules for all employees of the company. It is a guide to operate the business and human resource management. Also helps to establish what the disciplinary process and avoid legal action as unjustified dismissal, any complaints of discrimination and sexual harassment. It is important that the company may have a manual that suits its particular type of business or industry, therefore, must be prepared by a labor attorney or human resources consultant with proven experience.
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