Tips of Dealing with Arrested Employees
Every business owner must be aware of the right of their employees after they are 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. This a tough time for most of the employers. 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 help you with some key hints which you should follow when dealing with employee arrest and incarnation.
The main factor to consider when dealing with incarnation is treating it as an 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. However, it is important to consult your state laws about employment before making such a decision. For example, some states allow you to terminate the workers employment in your company provided the reason is not based on discrimination. Moreover, absence can also be treated as a personal leave which is in most cased non-payable. 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. However the employee or their loved one should be able to communicate the reasons for arrest for your action.
The second hint which should influence your decision when dealing with an arrested employee is the severity of their crimes. It worth to establish the cause of the arrest before taking any action. It is worth noting that some employees commit very bad mistakes which you may not need to defend in any way. It is prudent to suspend any of your employees whose is arrested over a mistake that undermines your business rules and regulations. It is essential to take the necessary action towards the employee defending in the courts verdict. Employees who commit assault mistakes must be removed from your firm until their case is determined in order to safeguard the reputation of the company.
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. This is why penning down written procedure is likely to save you from discrimination.
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