Audit of Existing Policies and Updating For Changing Legislation
All employers large and small should get into the habit of, at the start of a new year, to do an audit of existing policies and updating review. The reason for this is to ensure that every employer keeps a file or handbook with office culture information that each and every employee needs to be aware of. The audit’s purpose is used as a basis to create new policies and to update existing ones. Things like rights, benefits and compensation among other things need to be regularly reviewed to keep up with changing legislation. It is true that some policies are passed on by word of mouth, but it is far better to document what the companies policies are.
Develop A Policy Towards a Fair Working Environment
The auditor monitors a workforce and then develops a system for the employer to hire employees who will work the most productively. The auditor has already determined the company’s work culture and philosophy and has gleaned information as to the type of person who will be best suited in the type of office environment.
A policy statement is drawn up which is a commitment of the company to maintain good, cooperative and fair relations for the interviewing of people and to protect them from a discriminatory hiring system. The auditor goes over existing policies and monitors different elements of the company’s working environments which has an effect on labour relations. When policies and prodedures are not being followed, litigation can follow.
Some of the policies include a human resource audit which reviews things like absenteeism and an employee audit which keeps track of the attitudes of employees etc. These audits are designed to hone in on trouble areas before they develop into disputes which if handled in the wrong way, could develop into something ugly and create unnecessary public awareness.
Industrial disputes can cripple a business which makes an audit of existing policies and updating measures so important. It provides a plan for all risky situations. Coming up with a set of policies to mitigate the chances of such incidents from occurring and a range of tactics to respond effectively if hostile industrial relations take place is essential to keep your company on the right side of the law.
What does your current state of affairs look like?
Labour law is difficult to navigate and always changing and if a company doesn’t have a thorough understanding of the issues surrounding labour law, there are companies whose speciality is human resources knowledge and compliance support services. They have experience in a range of labour and employment issues -
recruiting and hiring
workplace violence
employment discrimination
wrongful discharge
employment related litigation
drug and alcohol testing …. and much more
Your company shouldn’t wait for some unpleasant dispute to erupt before you review your labour policies. Policies need to be reviewed and updated on a regular basis. There are companies who can assist in all matters surrounding employment relationships, representing employers in labour arbitration cases, assisting employers with responding to union strikes, wages, discipline and termination issues and much more.
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