Without clear policy direction, employees tend to have varying personal standards. Policies can prevent internal conflict in situations where employee discretion leads to different interpretations of proper conduct. In short, because they instill norms and values, policies are critical in shaping the overall culture of the workplace.
You’re at your desk, removing your jacket as the early afternoon sunshine pours into your office, when several employees knock on your door, requesting a brief meeting. You invite them in. The last to enter slowly shuts the door while peaking back at a corner cubicle.
Recycling is not a new concept, but the ways in which we can recycle are increasing faster than ever. Everything from printer toner to food waste can now be properly reused, recycled, or composted. Recycling in the office just takes a little extra encouragement and dedication.
We have good reason to suspect an employee has been stealing money from work. How should we respond?
Consider suspending this employee and conducting an internal investigation. You may also want to report the theft to law enforcement depending on the circumstances.
Are you allowed to look through an employee's email while they are still employed? The short answer is yes, you can monitor employee email. As a general rule, employees should not have an expectation of privacy when using company computers or email accounts. That said, the law is not perfectly cut and dry, so you should have both a legitimate business reason for doing so and a policy that puts employees on notice that you do – or could – review their email.
Some managers have been continually talking about politics in the office, not taking into consideration anyone else's political backgrounds and beliefs. It gets offensive at times, but employees are afraid to say anything. How should this can be handled?
What kind of dress code should you have? The answer to that question may come down to the kind of company culture you have or want to have. There’s no universally-applicable dress code for successful businesses. And what works fabulously in one office might prove distracting in the next. Some employers avoid restrictive appearance policies because they can negatively affect morale and may drive away impressive job candidates.
Chances are most of your employees are on social media, and some of them may be using their private accounts to say things about their employment. Frustrated employees might even be complaining about their working conditions – or about you.
Depending on the nature of the relationship, how you handle workplace romances is mostly up to your organization’s preference or policy. If the employees do not report to one another and are engaged in a mutually consenting relationship, no action may be needed. Some organizations prefer to ban office dating, but I find this difficult or impossible to enforce and often not worth the time and effort
Social media’s impact on employers and employees has clearly affected the workplace. Most executives agree that reputational risk and social networking is a boardroom issue. No longer a question of “if” or “when,” it has been a matter of how employers can best respond to this quickly emerging and constantly changing issue that can greatly affect employee productivity and how business gets done.
Many employers have real concerns about avoidable expenses resulting from employee damage to company property. Some employers have specific policies requiring employees to reimburse for the damages often in the form of payroll deductions or a deduction from the employee's final paycheck. However, a common question is whether or not such a workplace policy is appropriate.