8 Human Resources and Policies

BENEFITS CONSIDERATIONS EVALUATION

After studying these topics, you will benefit by: Stating the purpose of and naming key services the human resource department provides employees Listing the primary elements of an employee orientation program Describing the purpose of an employee handbook Identifying the types of employee status and purpose of an introductory period

After studying these topics, you will benefit by: Defining performance evaluations, their purpose, and explaining an employee’s role in the process Providing a general overview of employee benefits Explaining the purpose of a union and its benefits

HUMAN RESOURCES DEPARTMENT Human Resources Department (HR): A function within an organization that is responsible for: Hiring Training Compensation Benefits Performance evaluations Complaints Promotions and changes in work status

EMPLOYEE ORIENTATION Employee Orientation: a formal meeting where the following information is provided to new employees Company purpose Company structure Major policies and procedures Employee benefits Other important matters Receive company property

TALK IT OUT What are common questions employees have on their first day of work?

EMPLOYEE ORIENTATION Learn About Your Company Mission statement Organization chart Key officials (names and faces)

EMPLOYEE ORIENTATION Mentor: someone who can assist you in developing your leadership skills, provide support, expand your professional network, and help you grow in your career Formal-assigned by company Informal-your choice Corporate culture: values, expectations, and behaviors of people at work

EMPLOYEE HANDBOOK Employee Handbook: A document (hardcopy or electronic) that outlines an employee’s agreement with the employer, including: Work conditions Policies Benefits Code of conduct Keep this handbook and use it as a reference

TOPIC SITUATION Oliver’s Orientation TOPIC RESPONSE: What should Oliver do?

EMPLOYMENT-AT-WILL and RIGHT TO REVISE Employment-at-will: a legal term that states that a non-contracted employee is not contractually obligated to work for the company for a specified period You can quit any time you want Employer can terminate your employment at any time Right to revise: an employer has the right to change the policies in the employee handbook

EMPLOYMENT STATUS Part-time employees: employees with varied work hours. Normally these employees do not qualify for benefits Full-time employees: employees who work a pre-determined number of hours per week and are eligible for employer benefits Temporary employees: employees who are hired only for a specified period of time Introductory period: first one to three months of employment in which employers determine if a new hire should continue employment Formerly known as probation or orientation period

EMPLOYMENT STATUS Identify: Your employment status If your company has an orientation/introductory period The length of your orientation/introductory period If and when you become eligible for benefits Factors that will be used to evaluate your performance

EMPLOYMENT STATUS Job description: document that outlines job duties and responsibilities Performance evaluation: a formal process that identifies work performance Common evaluation criteria include: Productivity Efficiency Behavior

PERFORMANCE EVALUATIONS Normally given after introductory period and once a year thereafter Keep an ongoing record of your performance to share during a formal evaluation Provide time for your supervisor to give you feedback on performance This is a good time for you to share your desire for additional training and responsibilities

THINK ABOUT IT Why is it important to perform your best at work every day?

PERFORMANCE EVALUATIONS During evaluation: Arrive with a positive attitude. View the process as a time for constructive feedback and career growth Sit quietly, listen, take notes, and do not interrupt When appropriate, share concerns Support comments with facts and documentation (e.g., customer letters, commendations, etc.) If you agree with evaluation, sign If you do not agree with evaluation, sign with attachment of factual written response and supporting documentation

BENEFITS Benefits include health care and paid vacations Personal medical information is confidential Employers may or may not be required to provide health care Patient Protection and Affordable Care Act Size of employer Number of employees Hours worked

BENEFITS Medical benefits: coverage for physician and hospital visits Vision benefits: coverage for eye care Dental benefits: coverage for teeth Pharmacy and other health Mandatory time off, paid time off Employee Assistance Program (EAP) Retirement plan: savings plan for retirement

BENEFITS When selecting benefits, consider: Convenience Co-payment Coverage for dependents Choice

BENEFITS Payroll, paydays, accrued vacation, and sick days Identify when you get paid Two parts to a paycheck; the actual check and a paystub May be automatically transferred to your bank account Paystub identifies any money taken from your original earnings Identify vacations and holiday pay

TOPIC SITUATION Joseph’s Vacation TOPIC RESPONSE: What should Joseph do?

OPEN DOOR POLICY Open Door Policy: management and the human resources department is available to listen should an employee need to discuss a workplace concern Do not be afraid to speak with your supervisor or human resources department regarding any workplace issue that causes you concern.

UNIONS Unions: a third party that represents you and your colleagues’ interests to your employer Purpose is to protect the rights of employees Bargaining agreement: a contract that addresses specific work-related issues that the employer and union have agreed upon Shop Steward: a company employee who assists union members with work-related issues