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Getting Started in Creating an Employee Hygiene Policy |
The Effective But Gentle Dismissal of an Employee |
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Employee hygiene is important to any business, but to those that serve or prepare food and to those that work with people it is crucial. If you own a business with strict OSHA laws on employee hygiene, it is imperative that you enforce them with your employees. If you do not follow these laws, you will be liable. And you risk having your business shut down for good or dealing with the guilt (and perhaps legal effects) of making your customers ill. What Rights Do I have On Employee Hygiene?As an employer, you have the right to demand that your employees keep themselves as hygienic as possible. If you work in the food industry, this means your employees must wash their hands every time after using the rest room. You must encourage them to wash their hands often throughout the day. A part of your employee hygiene protocol may also include wearing hairnets or gloves while preparing food. If your business involves working with other people, like in nursing, you also have the right and duty to demand that your employees wear clean clothing and that they wash their hands frequently. Your employee hygiene policy should include washing their hands after working with each patient, particularly if the nurse helps the patient use the rest room, changes any dressings or gets equipment out for the patient. Failure for nurses to follow employee hygiene procedures can spread illness among patients. For those with a compromised immune system, the added germs can be deadly. More about employee hygiene problems
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Firing an employee can be tough for some people. Even if he or she is the worst employee imaginable, you will still find yourself reluctant to perform the dismissal. But to be an effective employer, you will at some point let an employee go. A bad employee can exhaust not only the morale of the other employees, but eventually the profit and efficiency of your company. You cannot compromise like this, and therefore you must know the proper employee dismissal techniques. Dismissal TechniquesBefore you decide to swing the proverbial ax and let a bad employee go, you should have at least a few good reasons. These reasons need to be valid and helpful. "He made me angry" is not a good reason, but "I could not trust him to complete projects on time" is. If you feel the need to fire the employee because of many small incidents, you should attempt to isolate the underlying reason behind the incidents. When you sit down and let the employee go, you should be sincere about the reasons you feel the need to dismiss him. This will justify your actions and create an undisputable basis, as well as provide the employee with a way to get his act together for future jobs. Besides total honesty, when letting an employee go, you need to be firm in your decision. When you are telling the employee of your reasons for letting him go, he may get the idea that you are just "warning" him. Make it clear there won’t be any second chances for the employee to change his ways. There is no negotiation. His job is over. This may seem cruel, but it is necessary to avoid any misunderstandings. It is best to make it clear the employment is over, rather than prolong the agony. Wish the employee good luck in all future endeavors, and that will be the end of it. The first time you fire an employee, you may be just as nervous as he
was at the job interview. It is an intimidating action to do at first,
since you are sending fired employee into unemployment. This is why you
need to be sure of your reasons to fire the employee. If you are sure
that this person is creating a poor work environment or detracting from
the goals of your business, then you shouldn’t hesitate to let
him go. Once you have fired one employee, you will realize that it isn’t
as hard as it seems. I hope you won’t need to use your newfound
skills too many times in the future, but it’s something any boss
will need. More employee dismissal help for employers
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