As an employer or manager of staff, one of your most important tasks is to encourage and maintain a productive, positive and healthy working environment.
To successfully achieve this balance, you need to set clear expectations for the performance and behaviour of your workers.
You also need to be able to identify behaviour that is in breach of your workplace standards and to respond swiftly to inappropriate behaviour and misconduct.
If the behaviour of one of your employees constitutes misconduct you may be tempted to simply dismiss them. (And sometimes dismissal is the most reasonable action to take when considering the best interests of your company and your workers!)
But it’s important you understand how to avoid any legal repercussions should you choose to go down this path.
This means having policies and procedures in place that outline:
To begin with, you need to consider developing and implementing management procedures for dealing with misconduct.
You also need to outline clearly — in writing — what your company expects from its employees in terms of performance, behaviour and appropriate conduct.
To help guide you through this process, workplace relations specialist, Charles Power, has developed an important new resource that deals specifically with employee misconduct.
This 78–page eReport explains exactly what behaviour constitutes misconduct and provides clear guidelines on how you should effectively respond. You’ll find out:
Being able to respond to employee misconduct quickly, confidently and effectively — while minimising any legal risk — will help ensure the productivity of your business remains uncompromised.