P.O. Box 1584 Apple Valley, CA 92307 760-247-3303 www.erma.com

Keys to Effective Management EMPLOYEE RELATIONS Keys to Effective Management

Performance Appraisals The “Halo” Effect “Attitude” “Personality” Measurements Development Plans “Two Way” Appraisals 3 X 5 System Phone/PDA

The Real Story Appraisals aren’t about being Santa Objective vs. Subjective Should contain both positive and negative events Key to documentation requirements

COUNSELING Always Private Always Objective Address Training Issues Address First Time Events Address Changes to Job Used to Motivate Employee May or May Not Be Documented

Disciplinary Interview Always Private Always Documented To Correct Behavior To Enforce Company Policy To Suspend To Terminate

Disciplinary Policy Intentionally Vague Provides More Options Includes Human Resources or Senior Management Actions Always Reviewed

HIRING Hiring Procedures Human Resource’s Role Manager’s Role Documentation Dispositions – Reasons for Not Hiring

Acceptable Dispositions Accepted Another Position Did Not Pass Drug Screen Incomplete Application Job Offer Refused Limited/No Experience More Qualified Applicant Hired No Show To Interview No Show To Drug Screen Not Eligible for Rehire Poor Work History Schedule Restrictions Unable to Contact Unable to Verify Work History Unsatisfactory Background Check Unsatisfactory Reference Wage Requirement Too High Does Not Meet Minimum Qualifications of the Job

INVESTIGATIONS To investigate a work situation To investigate a complaint Sexual Harassment Discriminatory Allegations

Sample Investigation Interview all employees and take statements May or may not suspend employee involved Unpaid suspension unless allegations are proven to be false Human Resources ALWAYS Involved

CLOSING THOUGHTS Documentation is critical Human Resource involvement is critical Potential Liabilities can cost millions in fines or loss of federal grant money Your Responsibilities