Hints of Handling Arrested Employees
As an employer, there is need of making sure that you familiarize yourself with the rights if your employees who have incarnated. Yet, more than half a million employees were thrown behind bars without conviction in 2018. Such moments are known to affect your business negatively regardless of the general outcome. As an employer, this situation might put you between a wall and a hard place. Prior arrangement is required on how to deal with such cases when they happen. There is a need for ensuring that you strike a balance between the workers rights and the impact on the workplace. Coming up with a strategy on how to handle such an issue is important. This article will aid you with a few factors to consider when dealing with employee arrest and incarnation.
The first tip to consider when dealing with employee incarnation is treating is as work absence. Opting to treat an employee arrest as absence is very significant to your business. This is because, these days can be counted towards the existing rules for attendance, which often runs for a couple of weeks. Before making such a decision, it is key to make sure that you find out what state laws regarding employees are. For example, the state law permits you to discriminate the workers employment provided it is not on discrimination grounds. The long absence from work may also be treated as a non-payable personal leave. If you are aware of the cause of arrest, it is also possible to count these days towards their leave or vacation in order to retain them. Nonetheless, it is the mandate of the employee to communicate such a cause to you before you arrive at a final verdict.
The severity of the crime is the next factor which you should consider when dealing with arrested employees. It worth to establish the cause of the arrest before taking any action. This because some mistakes are so grave that you may not even have to consider them for personal leaves for cover-up. For example, if the mistake undermines your companys rules and regulations, then you should suspend them until their case is heard. At the end of the day, you will either terminate their employment in case they are sentenced or reinstate them back if they are lucky to be acquitted. For instance, employees charged with assault must be removed from your company until their case is determined to safeguard your reputation and customers.
Another factor to consider when handling employee arrest is consistency.The third hint to consider when dealing with employee arrest cases is consistency. The same course of action must be followed to all employees. The main secret to avoid discrimination is writing down the entire procedures to be followed in such scenarios.
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