Over the next few weeks, I will concentrate my columns on internal company policies with the hope that both employers and employees demand that our local firms adhere to standards that are in the best interest of both parties. It should be all companies’ policy to expect its employees to meet and adhere to the highest standards of professionalism, behaviour and performance in their dealings on behalf of their firm with its clients or customers. In return, I believe it’s each company’s responsibility to acknowledge the professionalism of the employees by granting broad rights to them.
I find that many of our local companies struggle to develop a bill of rights for their employees and many do suffer for political affiliation or other activities which would be considered normal. The following is a suggested Employee Rights Charter that progressive firms, as they modernize to compete on the global level, will need to consider. These guidelines are also applicable to our public sector entities.
Employee rights
* No manager will discharge, demote, or in any other way discriminate against any employee who criticizes the ethics, legality or social responsibility of management actions.
* No employee will be penalized for engaging in outside activities of his or her choice after working hours, whether political, civic, or cultural, nor for buying products and services of his or her choice for personal use, nor for expressing or encouraging views contrary to top management’s on political, economic and social issues, unless it can be shown that such activities interfere with the company’s ability to conduct a profitable business, interfere with the employee’s performance or are of a criminal or illegal nature.
* No manager will penalize an employee for refusing to carry out a directive that violates common norms of morality.
Companies must communicate to the employees their responsibilities in order to measure compliance.
Employee responsibility
* Employees are expected to be at work on a regular basis and at their work location when scheduled.
* Employees are expected to notify their immediate manager no later than two hours after their normal starting time if they are unable to be at work. If they are not at work and have not notified their manager of their reason for absence for two consecutive days, it will be assumed that they have resigned their position.
* Employees are expected to maintain the company’s quality and quantity standards for their position and meet any other goals they and their manager set. These standards and goals will be communicated at hire and regularly thereafter during performance review sessions.
* Employees are expected to be courteous to and respectful of the dignity and diversity of fellow employees, clients and vendors. Rude, abrasive or hostile behavior may be grounds for termination.
* Employees are expected to be safety-conscious during performance of their duties and to report all safety hazards for their own protection as well as that of fellow employees and client personnel.
* Employees are expected to be sober on the job at all times.
* The professional appearance of our employees is important, not only to them but also to those around them. The company expects employees to observe good habits of grooming and personal hygiene.
These are presented as examples that companies can review and modify/add to meet their specific needs. Next week I will touch on Sexual Harassment in the work place.
Until then “Roop”
