Thursday, February 08, 2007

better space

I've spoken candidly with the offender. He now knows he can't be a jackass...even if it wasn't on purpose. :)

Interviewing candidates for a new location. It's been interesting. Three people yesterday, two today, and one tomorrow. So far I've visited with four people, two are out for sure and two are on the call back list. I will call the two individuals and let them know why we are passing, which I don't expect to be fun for anyone. One guy just didn't think before he spoke. The other girl left me wanting more. None of her answers were full of much.

I meet with one more woman today and another woman tomorrow. I've had a good time meeting with everyone, so far.

So, if you write a handbook for a company, small company, does it become a legal document? The way I look at it, as does Chas and Ahmed, is it's a guide for our employees when they don't know the answers to general procedures, etc. One of the women who work for us (she's 100% opinionated) thinks it becomes a legal issue and makes me have to become more HR than I am thinking. What you all think? I'm not exactly sure what she means by her statement, either.


Adrianne said...

If the document you are making is a guideline on how to open and close the store, or something along those lines, it isn't a legal document. If you put in consequences for not following the procedures, or make the employees sign it, it then is a legal document. Having been an office manager I had to go through all that kind of stuff, not fun. Good luck on your document.

bronxbt said...

adrianne is right. i'm doing this right now with the new company name/logo/all documents, etc. that have now since come out of this merger.

a document isn't legally binding, even if it's "issued" by a company unless the employees are asked/forced/encouraged (take your pic) to sign a "read & acknowledged" form. this is DIFFERENT than a 'received' form meaning the employee has only received it, and is not laying claim to reading all the content...
any of it, in fact.

if it's issued with a sign and acknowledge" framework, then the COMPANY is required to enforce all procedures, and especially the consequences of the content not being followed to a "T." this is the grey area though, from dress codes to forbidding relationships between employees, etc.

how that's followed is up to the management team.

Hope this helps expand on what lovely ms adrianne wrote.


Jack K. said...

Adrianne and -b are quite correct.

Not knowing the woman involved, I can only guess that should she be hired, there might be legal problems in the future.

The suspicious part of my mind comes to the fore when I hear such questions.

So much for paranoia. tee hee