An alternative to having a traditional complaint procedure is to address complaints as they arise. This may be an effective approach for a business with only one or two employees. |
Whatever the type of dispute or complaint resolution procedure - either an informal procedure or a case-by-case ... |
Once you become aware of a problem with an employee or receive a complaint from another worker or a customer, you need to investigate the situation before you take any action. You need to be sure ... |
If you witness some improper behavior or if one of your employees or customers informs you of inappropriate behavior on the part of one of your employees, you'll need to check it out. While basic ... |
When a normal investigation, including interviews and statements from employees and other individuals, does not seem to be giving you the information you want, you may consider some alternative ... |
Whether a workplace search is legal or not depends in part on the reasonableness of the employee's expectation of privacy and the reasonableness of the employer's surveillance. If you are in doubt ... |
Employee monitoring, like surveillance, is a highly complicated and controversial way to gather information for an investigation. Employee monitoring can ... |
Generally, you cannot use polygraph testing to screen prospective employees and you cannot use the polygraph, except under certain, narrow circumstances, to ... |
After you've investigated a problem or complaint, if you find that action is necessary, you'll need to deal with the employee in question. Prior to ... |
Disciplining an employee who has engaged in improper conduct should be different from dealing with an employee who is not performing work duties well. In fact, most business people prefer to refer to ... |
