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What I find interesting about those caveats is not that they seem unreasonable Voodoo, but that they seem like they could be integrated easily into a manual. Like thing to avoid #4, leaving yourself room to vary the type and severity of discipline. I do something similar with our client contracts, saying that if I don't enforce one element of the contract I'm still free to enforce the rest of them, and enforcement is at my discretion.
I agree that if you have a handbook/manual, you need to follow it and not make it a seldom-used tool of convenience to terminate an employee when the mood strikes you.
It's always a kick to see how the employer, who often spreads him/herself super-thin just to be able to run their operations, foregoing many of the nice things their own employees get, like time with family, end up being portrayed as villains because they're organized, ala disadvantage #4.
Anyway, excellent discussion.
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