Whether your business employs several hundred employees or just a few, as an owner you need to provide safeguards against interpersonal problems. You should employ strong workplace practices that will reduce your liability in case a worker makes claims against either peers or supervisors. These steps and procedures can help your employees feel safe on the job site or in the office.
To start, outline job procedure expectations so that they become clear to every single employee. Make these guidelines uniform other than where they must deviate as they pertain to different job areas; that is, avoid gray areas. Conduct expectations should be consistent on every level of the organizational chart. Develop a policy manual that details performance and behavioral expectations and consequences for those who do not follow them — both company-specific and legal ones.
Workers need to know that their coworkers will stay focused on the job at hand—not just so that everyone shares the load, but so that an individual’s actions do not jeopardize the safety of others. An alcohol or drug-impaired coworker may perform poorly and can make dangerous decisions on the job. Initiating a for cause drug testing Pennsylvania program will bring peace of mind to all workers, other than those who would choose to violate substance abuse guidelines.
The manuals you produce mean little if they lead to information overload; some handbooks can become quite dense when they necessarily must cover every legal scenario that can crop up at a job — from sexual harassment incidences to performance negligence. Providing concrete training can reinforce the message and add an extra measure of liability protection.
As a business owner, you value every single employee. Initiating proactive measures regarding their safety and emotional security can go a long way to ensuring they feel supported in the workplace.