It seems like overtime issues never cease… if it isn’t one thing, it’s another. But with money, productivity and safety at stake, it’s too important to just wing it. That’s why — aside from the obvious issues of when to pay time-and-a-half, when to pay double time, and who qualifies for the higher rates — your company needs a well thought out payroll policy to address other overtime factors.
You always want to be careful when interviewing job applicants so you don’t ask questions which can lead to legal trouble. For example, here’s a question you should avoid: “Have you ever been injured on the job?”
Due to laws which protect disabled individuals from discrimination, you may want to brush up on interviewing etiquette to make sure you’re not discriminating against persons with disabilities.
One view on how to do good performance reviews: The foundation of your performance evaluation system is the job description you wrote for each of your employees. A supervisor need only compare an employee’s performance against standards you identified in a job description to discover whether an employee does a job competently.
Your evaluation process is as simple as that. Or is it? Your job descriptions might be the best ones around. But they don’t guarantee good performance evaluations.
Why? More often than not, it’s the supervisors who gum up the process by inadequately comparing an employee’s performance against well-defined job standards.