Employers Need to Document EVERYTHING
19 July 2022
A free lesson in documentation: EVERYTHING matters.
Here's a scenario we recently encountered with one of our clients.
After sending the text message above to the employer, this employee was advised to go to the doctor to get it checked out some way other than the company van. Seeing as a broken foot is not an overnight fix, the employee was informed the van would be picked up in the morning.
THIS is when things go sideways… Employee flips out, issues physical threats to the employer, office staff, etc. and heads to the shop… Police called… EX employee removed from premises, etc. Great fun, right?
But wait! There's more!
The mother of the ex-employee is now making calls, issuing demands for information, workers comp info (claiming the injury happened 3 days BEFORE the ex sent the above text 🤦🏼♂️), tries to throw legal threats, ridicule the company owner, etc.
Anyone who knows me should guess that I am less than interested in accommodating her requests. 🤣
- Take workplace threats seriously.
- Do NOT share current or past employee information with anyone other than the employee or legally authorized representative (there is a form for that).
- Make sure you have the story straight before coming after one of MY clients! 😇
This employer handled everything perfectly, even without this ‘nail in the coffin’ text! They are sleeping with Peace of Mind tonight while this mother/child pair are working themselves into a lather. 🔥🔥🔥
KNOW your employee management processes. FOLLOW your established policies. DOCUMENT EVERYTHING!
A guide to the types of employee drug testing: Pre-Employment, Post-Accident, Random Selection, and Reasonable Suspicion.
Employees can be your greatest asset... or your biggest frustration. When issues come up, here are some steps to make sure you respond appropriately instead of just reacting from emotions. Trust us, you'll get much better results this way.
Hold your employees to the standard of being PROFESSIONAL representatives of the Trades, not just technical experts, and you greatly minimize the risk of getting hit with an EEOC settlement. Here's why.
Written warnings can be key in managing employees, so you need to know both the art and the science of doing them correctly. These tips for what to include - and what NOT to include - in your written warnings will help you to communicate clearly to your employees, and get you set to defend yourself in a potential legal claim against you.
You need a strong Brand and good company culture to attract - and keep - the best employees. Here are some tips for how to showcase your home service company as a great place to work and take the first step towards successful recruiting.
From Labor Law Posters to Safety Manuals – everything your staff needs to boost compliance and morale, in one dedicated spot. Having an up-to-date and complete Employee Resource Center will give you the peace of mind to run your business without worrying about compliance.
Reasonable Accommodations in the workplace are no joke - you can get into serious legal trouble if you don't comply with the ADA. Yet here's a case study on a company who terminated someone for an issue directly related to their disability and was not held legally liable. Check out the details of how this might apply to your business.
Home services companies might be tempted to classify workers as independent contractors, but we STRONGLY advise you to hire them as W-2 workers instead. And it's not just because the government might fine you (big time!). Read more for tips on why it'll be in your company's best interest.
Listen to The H.R. Guy explaining the nuances of HR for the Trades in 2025, with tips on common HR pitfalls and how to avoid them, the value of Stay Interviews, key mistakes with performance pay, and the ultimate goal of "Representing the Brand."
You thought you were rid of that toxic employee, but now he's causing you even more problems - posting negative Google reviews and refusing to return company property. Why is this happening?