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HR U Can Trust Blog

A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.

Why You Should Never Download Your People Policies Online

Tiffany Boyes - Tuesday, March 21, 2017

Why You Should Never Download Your People Policies Online

 

What did you do the very first time that you realized that you were going to need some people policies? If you’re like most employers, then you probably carried out a quick Google search to grab what you needed to make sure that you’re compliant with the law and doing everything you can to drive performance and engagement.

 

It seems like the obvious place to start. You’ve no doubt picked up a ton of valuable business advice online during your time as an entrepreneur. So, naturally, search engines often become your trusty advisor when it comes to the things that you just don’t know.

 

However, it pays to exercise more than just a little bit of caution. You’d know better than to search for medical advice online, or just hope for the best when it comes to what you’ve heard about managing your finances… So should you really trust Google to give you the policies and templates that have the power to make or destroy your business?

 

Here’s why you might want to rethink…

 

You have no real idea where your advice is coming from

 

You don’t have to be an expert legal advisor, or even an HR consultant, to create a website and share your views and opinions online. Pretty much anyone with a laptop and the patience to watch a few YouTube videos can do it. You might say that it would be pretty pointless for someone to intentionally give you the wrong advice, and that’s probably true. But it’s not worth leaving anything to chance.

 

Working with a skilled HR professional will make sure that your documentation is informed by legal requirements and cutting-edge best practice.

 

The law changes regularly

 

What?

 

There are times in your business when doing a few online searches is going to give you exactly what you need. But when it comes to managing your most valuable asset – your people – it’s never worth cutting corners.

 

If you’re concerned about whether your practices are hitting the mark, get in touch today and we will have a no-obligation chat about where you stand and what your options are.

  …read more


 

Do You Dread Performance Reviews?

Carolyn Boyes - Wednesday, September 17, 2014

Many people do – both managers and employees alike. Employees dread them because they often have no idea what the manager is going to say about their performance. Managers dread them because they don’t know how to deliver the difficult news when an employee is not performing well. This stems from fear of conflict and not knowing how to manage it.  …read more


 

Personal Use of Company Computer Systems and Personal Devices – does an employee have a right to privacy?

Carolyn Boyes - Monday, June 02, 2014

Your Human Resources Policy states that the Company computer systems and devices provided to employees are intended for business purposes and may be used only during work time. However, the policy goes on to state that limited personal use is permitted during non-work time (breaks, lunch) if it doesn’t hinder job performance or violate any other Company policy.  …read more


 

Employee Rights – Don’t Assume You Are Protected

Carolyn Boyes - Monday, February 03, 2014

As an employee, you have certain rights. Most of us are familiar with the federal laws that protect employee rights and prohibit employers from discriminating against someone based on certain protected categories – such as race, color, religion, sex, or national origin.  …read more


 

What Does It Mean to Trust HR?

Carolyn Boyes - Saturday, February 01, 2014

I love working in Human Resources – probably because I really do care about people. I know that sounds cliché because every HR person would say they care about people. Unfortunately I sometimes see HR “not practicing what they preach”. This is not always completely their fault. Part of it is due to the direction of the HR focus over the past 10-15 years. HR has become much more focused on the business, being a part of the business, having a seat at the table, influencing the strategic pieces of HR as they relate to the business. These have all been necessary, positive, right changes. But I fear the focus on the employee has been lost in the shuffle. Employees see HR engaging with management and automatically believe that HR is therefore siding with management in all the decisions. In some cases this is true depending on the HR person. Some HR professionals are able to separate themselves from the business and still make good decisions around individual employees. But the bottom line, no matter how you cut it, is that the HR professional’s first obligation is to the Company, not to the employee. Their first obligation is to protect the company against litigation or charges of discrimination/harassment. The U.S. has become a culture full of lawsuits, some legitimate but many frivolous. A Company expects its HR professionals to help protect them from both.  …read more


 

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