June 27; People for the Ethical Treatment of (human) Animals MANAGEMENT BY THE BOOK: 365 Daily Bible Verse & One-Minute Management Lessons For The Busy Faithful
Chapter Six: Correction; 27 June
Masters, provide your slaves with what is right and fair,
because you know that you also have a Master in heaven.
|People for the Ethical Treatment of (human) Animals|
Your Business Professor was leaving a company to escape a horrid manager. I could identify because I was a horrid staffer.
We were discussing my exit when I asked for a cash-out for unused vacation days. She refused. She explained that in our jurisdiction businesses were not required to pay for accrued leave. I checked with smart human resource lawyers and confirmed the statute.
I ask the counselor, “It’s the law, but is there anything I can do?”
He says, “No, it is a quirky law, seldom used…”
He has my attention, “Have you ever seen done?”
“No,” the lawyer says. “It’s on the books but I’ve never seen an employer use it—all employers will pay for vacation time accumulated.”
“Except this one.” This is a case study example of the difference between what is ‘legal’ and ‘ethical.’
I was surprised. And no one should ever be unpleasantly surprised about compensation.
Managers deal with ambiguity and uncertainty. The best administrators help reduce doubt with regular touch-backs to keep employees informed. This manages the unknowns and manages expectations.
For example, if a manager has every employee sign a simple form once a year then misunderstandings and unpleasant confrontations can be avoided. The agreement acknowledges that the employee has read the employee handbook.
The executed document can highlight topics such as leave and earnings, any promises, and expose any problems.
The reminder document does two things:
- The employee is likely to be more engaged.
- The employee is less likely to sue.
Here are two suggested paragraphs that might prevent heartache on all sides. This is not legal advice-consult your own counsel,
As of the end of last pay period completed as of the end of ________________, I have accumulated a total of ____ hours of leave time that I have earned but have not yet used.
I warrant and represent that, since I was first employed by the Company, I have not been the victim of, or witnessed any evidence or indication of, any form of harassment or discrimination at or by the Company based upon race, color, religious creed, sex (including gender harassment, and harassment due to pregnancy, childbirth, or related medical conditions), marital status, sexual orientation, age, national origin, physical or mental disability, medical condition, or ancestry, other than any incident that I may have already reported in writing to the Office Manager or the President.
As to any such incident that I may already have reported to the Office Manager or the President and of which I may have been the victim, I have been informed of the outcome of the Company’s investigation into the matter.
Consult with your local attorney and human resource professional. HR management is the opposite of Christmas. Surprises are seldom good.
Masters, provide your slaves with what is right and fair, because you know that you also have a Master in heaven. Colossians 4:1.