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December 2014

Posted on December 15th, 2014

The importance of reviewing and updating employment agreements and policies and procedures.

Why we should conduct reviews.

What will happen if we don’t?

As employment consultants we encourage our clients to be proactive in conducting a risk analysis of their staff management systems and this includes a review of the current employment agreement being used and policies and procedures, codes of conduct or house rules manuals and schedules.
Why do we do this? The face of your business may well change over a 1-2 year period. Terms, conditions and rules appropriate at the beginning of an employees tenure may not apply now or may change with added responsibilities/tasks/roles. Job descriptions and  house rules may have changed. Correct documentation is important in order to conduct an investigation into a breach and or justify a sanction.
It is easy for an employee to say “I didn’t know”, it is up to the employer to show that they “did know”. This is a common excuse where equipment has been misused or broken; or they have been refused leave because they haven’t applied within the correct time period; or not completed a leave application.
The result of not recording correct terms and conditions in an employment agreement or having written rules in a handbook or schedule can place the employer at risk of a personal grievance through ignorance and as the saying goes “ignorance of the law is no excuse”. Our job is to encourage our clients to be proactive and conduct preventative maintenance on all aspects of their business.
Background checks on an employee before they start work can save heartache during the employment relationship. An ‘Application for Employment’ provides the employer with a snapshot of the applicants work history, health and referees. Contacting referees and asking the right questions can confirm whether the prospective employee will be reliable, honest, have integrity, be punctual and have a good work ethic.

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