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Should you hire at-will employees

at will and for cause employees

Should you hire at-will employees and if you do how does that affect potential employee terminations?

Generally speaking, the American workplace has two types of employment relationships: At Will and Just Cause Employment. Several alternative types of employment arrangements also exist. ^ Back to Top

What is an employment contract?

An employment contract is a legal binding agreement between an employer and employee that sets forth the expectations of both parties. The contract can be oral or written, and will typically outline the duties of the employee and the terms of employment. It is important to have a clear understanding of the contract before signing it. Employment Contract ^ Back to Top

What is an at will employment relationship?

An at-will employment relationship is a type of employment contract in which either party may end the arrangement without cause and without notice. This type of relationship is common in the United States. ^ Back to Top

Who are at will employees?

An employee who is “at-will” can be terminated by their employer at any time and for any reason, with or without cause. An employer does not need to provide notice or a specific reason for terminating an at-will employee. In contrast, employees who have an employment contract specifying the terms of their employment are not considered at-will and may only be terminated according to the terms of their contract. people, girls, women, At will Employees At-will employees are those who do not have an employment contract specifying the terms of their employment. This means that they can be terminated by their employer at any time and for any reason, with or without cause. ^ Back to Top

How does public policy affects employee termination?

In the United States, public policy affecting employee termination is set at the federal level by the National Labor Relations Board (NLRB). The NLRB is responsible for investigating and adjudicating complaints of unfair labor practices, including those involving termination of employment. The NLRB also has the power to issue rules and regulations governing labor relations in the private sector. In general, public policy concerning employee termination favors employer prerogatives. event venue, auditorium, meeting, Public Policy As a practical matter, public policy concerning employee termination is often shaped by court decisions. ^ Back to Top

Let’s Briefly Discuss Just Cause Employment

If the employer has promised the employee a specific length of employment in a contract then the employment could be construed to be a Just Cause Employment relationship. Just Cause Employment is a type of employment relationship in which an employer can only terminate an employee for a good reason. This means that the employer must have a valid, legally-acceptable reason for terminating the employee. Some typical examples of just cause include: -Incompetence -Misconduct -Theft -Violation of company policy These are just four of the usual Just Cause reasons for employee dismissal or termination. Reasons for dismissal However, employers can often be very creative when dreaming up additional reasons for Just Cause. ^ Back to Top

What are some bad reasons for a Just Cause Employee Termination?

Exceptions to Just Cause termination include violating a public policy or statute such as discrimination laws. Dismissal due to public policy or descrimination probably would not be considered a good reason. Just cause employment is less common than at-will employment, but it does offer more protection to employees. If you are employed under a just cause contract, be sure to familiarize yourself with the specific reasons that your employer can terminate your employment. woman, baby, mother, illegal dismissal ^ Back to Top

What is the at will employment doctrine?

The at-will employment doctrine is a principle that an employer may terminate an employee at any time and for any reason, provided that the reason is not illegal and as long as there is no contract in place that states otherwise. Under the “at-will” doctrine, employers are generally free to terminate employees for any reason or no reason at all. This doctrine is based on the theory that an employer and employee are free to end their relationship at any time. However, there are a number of exceptions to this rule. For instance, employers cannot terminate employees in violation of anti-discrimination laws or in retaliation for engaging in certain protected activities, such as filing a complaint of discrimination. page, text, doctrine ^ Back to Top

Can You Explain the At Will Employment Agreement

In the United States, employment-at-will is the most common type of employment relationship.

Why is it called at-will employment?

At will employment is an employment contract where either party can terminate the agreement. At Will Employment means an employer can terminate an employee at any time, for any reason, with or without notice or a just cause. This is in contrast to contracts that have a specified term, or require a valid reason to justify the cause for termination. In most areas of the country, employers are free to set the terms of at-will employment, and employees are free to accept or reject those terms or negotiation new conditions. decide, at will employment, You...gotta go At-will enables a company to terminate workers at anytime and relieves the employer’s need to provide a valid cause to take the termination action. The reason for termination is simply “at will”. There are a few exceptions to at-will employment. Some states have laws that protect employees from being fired for discriminatory reasons, or in retaliation for reporting illegal activity by their employer. Additionally, some contracts may override the at-will presumption and allow either party to terminate only for cause, or specify a term for the contract. However, in the absence of such a contract, at-will employment generally is assumed. ^ Back to Top

What is an at will employee?

An at-will employee is someone who is employed under an at will contract or employment agreement. clock, pocket watch, clockwork, your time is up ^ Back to Top

What are the Main Elements of an At Will Agreement?

The major elements of an at will employment agreement is that either party (the employer or the employee) can end the employment relationship at any time. An at-will employee can be terminated by the employer at any time, for any reason, with or without notice. Likewise, an at-will employee can quit his or her job at any time, for any reason or no reason at all, with or without notice. ^ Back to Top

Can at will employees quit at any time?

Yes, at will employees can quit at any time. However, there may be consequences for doing so. Coersion such as not receiving severance pay or having to forfeit vacation pay has happened. Hitting the road Additionally, some employers have required the employee to sign a non-compete agreement, which limited the employee’s ability to find future employment. Finally, the employer may report the employee’s departure to the credit bureau, which could damage the employee’s credit score. ^ Back to Top

The word “Ghosting” comes to mind

At a minimum, out of courtesy to the other party, the reason should at least be communicated but this is not a hard necessity. For example, “I want to spend more time with my family” is a typical reason often heard in the press when employees suddenly and unexpectedly quit a good job. capitol, washington, dc, Congress makes employment law ^ Back to Top

Who Determines Employment Law?

In the United States, employment law is a collection of federal and state statutes, regulations, common law, and judicial decisions governing the employer-employee relationship. Federal law preempts (overrides) state law in certain areas, such as anti-discrimination laws. However, in others areas, such as wage and hour laws, states are free to enact their own laws, which may provide employees with greater protections than federal law. Many states have “mini-versions” of the federal statutes, such as the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990. The primary source of employment law is statute, or legislation enacted by Congress or a state legislature. Secondary sources of law include administrative regulations and executive orders, and judicial decisions interpreting the statutes. court house Administrative agencies, such as the Equal Employment Opportunity Commission (EEOC) or the National Labor Relations Board (NLRB), are charged with enforcing the laws enacted by Congress or the state legislature. ^ Back to Top

At Will Employment is Governed by State Laws

Besides Congress, the at will employment type of relationship is governed by state laws, which vary from state to state. Some states have laws that protect employees from being fired for exercising certain legal rights, such as taking leave under the Family and Medical Leave Act (FMLA). If you are an at-will employee, be sure to understand your state’s laws so that you know your rights and what you can expect from your employer. usa, capitals, map, at will employment is controlled by state law ^ Back to Top

What are the At Will Employment Exceptions

There are a few exceptions to the at-will rule. For example, an employer cannot terminate an at-will employee for an illegal reason, such as discrimination or retaliation. This does not mean you will likely not be improperly terminated, it just means it is probably illegal for them to do so. Even if they back off with “this” excuse for termination, they will surely dream up a dozen valid other reasons that are not illegal and terminate you anyway. Seek competent legal help if you feel this has happend to you. ^ Back to Top

What does faith and fair dealing mean?

Faith and fair dealing is a concept that requires parties to act in good faith and with fairness in their dealings with one another. This principle is often incorporated into contracts, as it ensures that both parties are treated fairly and in accordance with the terms of the agreement. In some cases, faith and fair dealing may also be implied by law, even in the absence of an explicit contract. This principle is important in ensuring that both parties to a contract or agreement fulfill their obligations and do not take advantage of one another. office, business, business people ^ Back to Top

Bargaining in Bad Faith Comes to Mind

When defining what faith and fair dealing is, it is helpful to consider its two key components: faith and fairness. Faith refers to the idea that both parties must act in good faith and with honesty. This means that they must keep their promises and not try to deceive one another. Fairness, on the other hand, requires both parties to act fairly and in accordance with the terms of the agreement. This means that they must not take advantage of each other or act in a way that is unfair or unreasonable. When both parties to a contract act in good faith and with fairness, it helps to ensure that the agreement is carried out as intended. This can provide greater certainty and stability for both parties, as they can be confident that the other party will not try to take advantage of them. hand, greeting, agreement, a hand shake implied agreement ^ Back to Top

What is an implied contract?

An implied contract is an agreement between two parties that is not expressly stated in writing, but is inferred from the actions or words of the parties involved. An implied contract can be created by the actions or behavior of the parties, even if they did not intend to create a contract. But like a smart guy once said, “when it comes to matters that are important, get it in black and white”. ^ Back to Top

How should employee termination be discussed in the employee handbook?

Employee termination should be discussed thoroughly in the employee handbook so that employees are aware of the company’s expectations and the consequences for not meeting those expectations. The employee handbook should outline the process for terminating an employee, including any warnings or steps that must be taken before termination occurs. This will help to ensure that employees are treated fairly and consistently. a book, literature, pages, employee handbook ^ Back to Top

What should employers do when terminating at-will employees?

If you don’t violate any Civil Rights Law, there’s nothing special that needs to be done other than tell the employee their services are no longer needed. Nevertheless, there are a few good ways of minimising headaches. ^ Back to Top

Is there a good way to fire an employee?

The best way to fire an employee is to do so in a way that is respectful and considerate of their feelings. It is important to be clear about why the employee is being terminated, and to provide them with any resources they may need to transition into a new job. Additionally, it is helpful to give the employee time to collect their personal belongings and say goodbye to their coworkers. Finally, it is important to thank the employee for their contributions to the company. It’s always best to leave the door open and to not burn any bridges. pull it off fast or slow eitherway it's gonna hurt someone ^ Back to Top

What is the wrong way to fire an employee?

Firing an employee is always a difficult, stressful, gut wrenching task. There are certain ways to do it that are wrong and will only make the situation worse. Employees are very proud of their work and accomplishments so saying negative things about their work or the employee usually works against the company and is very upsetting to the employee being terminated. One of the worst things you can do is to try to fire an employee without cause. This will only lead to legal problems and will make the situation much more stressful for everyone involved. Instead, make sure that you have a good reason for firing the employee before you take any action. Another mistake that many employers make is to try to fire an employee without giving them any warning. This is unfair and will likely only cause the employee to become upset. Ask youself “how would you like to be fired”. Instead, give the employee a chance to improve their performance or correct any issues that you have with their work. Open and honest communication works well too. If they are still not meeting your expectations, then you might decide to proceed with termination. Finally, make sure that you handle the situation with professionalism and respect. This includes treating the employee fairly throughout the process and providing them with any severance pay or benefits that they are entitled to. By taking these steps, you can make sure that firing an employee is as smooth and stress-free as possible. If you follow these tips, you can avoid many of the common mistakes that employers make when terminating an employee. By being fair, respectful, and professional, you can ensure that the process is as smooth and stress-free as possible. ^ Back to Top

Which states are at-will states?

Some of the states that have at-will employment policies include Alabama, Alaska, Arizona, Arkansas, California, Colorado, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon , Pennsylvania , Rhode Island , South Carolina , South Dakota , Tennessee , Texas , Utah , Vermont , Virginia , Washington , West Virginia , Wisconsin and Wyoming . ^ Back to Top

How the Mapertunity Experience is Different

When we designed Mapertunity, we optimized for both the candidate and the hiring managers experience.
  • Candidate wants to find jobs that are not only a perfect fit for them but are closest to where they are currently located.
  • Hiring Managers wants to find the perfect candidate and would love to avoid the expenses of relocating someone.
Mapertunity brings both of these desires together. But it does much more than that. Mapertunity removes all the friction that the current system has built into it. There is no more guessing what candidates are available or what jobs are available. Both available jobs and available candidates in a geographic searchable region are simply displayed on the map to be further explored. In addition, contact information is not hidden for either the Hiring Manager or potential Candidates. There are no hidden barriers, like third party recruiters, between candidates and job posters. There is currently no system in the world that will tell a company how many actual workers are available within any geographic region in the world. There is currently no system in the world that will display on a map all the jobs and all the companies hiring in any geographic region in the world. Just center the map on your location and press SEARCH. Mapertunity can do this. Mapertunitye will show you where both the jobs and the candidates are located. There is no system that will tell workers which companies are hiring in any geographic radius where the job seeker might be interested in searching. ^ Back to Top

Mapertunity reduces the global carbon footprint of both workers and businesses.

We believe the closer a job is to someone’s current location, the more likely they will stay in that job and the closer a worker is to a business, the more likely a business will be able to hold onto those workers. Economist calls this “being sticky”. Global Carbon Footprint. best talent acquisition strategy ^ Back to Top

On Mapertunity you can Search Jobs and Candidates By:

  • Job Title or Keyword
  • City
  • State/Region
  • Country
  • Postal Code
  • Industry
  • Distance from Map Center ( Search the whole Earth if you want)
^ Back to Top

Join Mapertunity

Your first job posting is Free

1Your Name
2Choose ID
3Contact Info
4Tell Us About You
5Your Resume
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Sexual Harassment and Other Forms of Harassment

Definition of Harassment

Note: It is not our intention to give legal advice. If you have a legal question, it is best to consult directly with a lawyer of your choice.
 

Harassment is a form of discrimination that includes any unwelcome, offensive, or threatening behavior directed at an individual because of their protected characteristic, such as race, sex, disability, or age. Harassment can take many forms, including but not limited to: physical violence, verbal abuse or threats, sexual harassment, and stalking.

Harassment as a form of discrimination occurs when an individual is subjected to unwelcome comments, actions, or advances that are based on a protected characteristic such as race, sex, age, disability, or religion.

Harassment can occur in many different settings, including the workplace, school, and online. When harassment persists and creates a hostile environment, it may become illegal.

There are two types of harassment: quid pro quo and hostile environment. Quid pro quo harassment occurs when an individual’s submission to or rejection of unwelcome conduct is used as a basis for making employment decisions.

man, looking, words, definition of Harassment

Hostile environment harassment occurs when unwelcome conduct is so severe or pervasive that it alters the conditions of the victim’s employment and creates an abusive working environment.

Harassment is a serious issue that can have a negative impact on an individual’s physical and emotional well-being. If you or someone you know has been subjected to harassment, it is important to seek help from a qualified professional.

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A Reasonable Person

A reasonable person is a term used to describe someone who acts in a way that a typical person would, under similar circumstances.

Reasonable people are expected to exercise good judgment and take into account all relevant facts and circumstances before taking any action.

The standard of care that a reasonable person must meet is higher for professionals, such as doctors or lawyers, than for someone who does not have any specialized training.

man, bow, tie, reasonable person

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What Are Anti-Discrimination Laws

Anti-discrimination laws are designed to protect people from being treated differently or unfairly based on certain characteristics, such as their race, gender, age, or disability.

These laws vary from country to country, but they typically make it illegal for businesses or other organizations to discriminate against people in areas like employment, housing, education, and access to public services.

Discrimination can have a negative impact on people’s lives in many ways. It can make it harder for them to find a job, get housing, or go to school. Discrimination can also lead to feelings of isolation, anxiety, and low self-esteem.

While anti-discrimination laws are not always perfect, they are an important tool for protecting people from unfair treatment. They help to create a more just and equal society for everyone.

It is not our intention to give legal advice. If you have a legal question, it is best to consult directly with a lawyer of your choice.

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Governmental Agencies Regulating Workplace Conduct

There are a variety of government agencies that help to regulate workplace conduct in the United States.

statue of liberty, new york, statue, Government Agencies

The Occupational Safety and Health Administration (OSHA) is a division of the U.S. Department of Labor that helps to ensure safe and healthful working conditions for workers in the private sector.

The Equal Employment Opportunity Commission (EEOC) is another federal agency that works to protect workers from discrimination and harassment in the workplace. State and local governments also have agencies that help to enforce workplace laws and regulations.

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Harassment is not always Illegal

It is important to remember that harassment is not always illegal but it is never a good thing. For behavior to rise to the level of illegal harassment, it must be severe and pervasive enough to create a hostile or offensive work environment, or result in an adverse employment action (such as being fired or demoted). If you are unsure whether the behavior you are experiencing is illegal harassment, you should consult with an attorney, or at least your Human Resources Manager.

boy, bully, cartoon, Bully

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Bullying

Bullying is a form of aggressive behavior in which someone intentionally and repeatedly tries to harm or control another person. It can take many forms, including physical violence, verbal attacks, and online harassment.

Bullying can have serious short- and long-term effects on its victims, both physically and emotionally. It can also lead to social isolation and anxiety, and can make it difficult for children to succeed in school.

Bullying is not a new phenomenon, but it has become more visible in recent years due to the rise of social media. With the click of a button, bullies can now reach a wider audience than ever before. This can make it harder for victims to escape bullying behavior, and can also lead to more serious consequences, such as public humiliation and cyberbullying.

If you or someone you know is being bullied, it’s important to reach out for help. There are many resources available to both victims and bullies, and there is always hope for a resolution. Remember, you are not alone.

typewriter, hashtag me too, hashtagm unwelcome conduct

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Unwelcome Conduct

Unwelcome conduct is defined as any behavior that is offensive, intimidating, or threatening. This can include, but is not limited to, comments that are sexual in nature, racial slurs, and physically threatening or abusive behavior. Unwelcome conduct can occur in person or online, and can be directed at anyone regardless of their race, gender, sexual orientation, or any other protected characteristic.

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Offensive Conduct

Offensive conduct is defined as any behavior that is intended to harm, insult, or intimidate another person. This can include physical acts such as hitting or punching, as well as verbal abuse such as name-calling or making threats.

Offensive conduct can also include non-verbal behaviors such as making obscene gestures or displaying offensive materials. middle, finger, gesture, offensive conduct

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Emotional Harassment

Emotional harassment is a type of harassment that involves making someone feel uncomfortable, threatened, or embarrassed. This can include making derogatory comments, making sexual advances, or making threats.

Emotional harassment can be just as harmful as physical harassment and can have a lasting impact on the victim. If you are being harassed in this way, it is important to speak up and get help.

There are many resources available to assist you, and you should not hesitate to seek out help if you are feeling unsafe or threatened.

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Deliberate Psychological Bullying

Deliberate psychological bullying refers to a systematic and repeated effort to inflict emotional pain on another person. This type of bullying can take many different forms, including spreading rumors, making hurtful comments, or excluding someone from social activities.

art, mask, head, psychological bullying

Unlike physical bullying, which is usually easy to spot, deliberate psychological bullying can be much more subtle and harder to detect. However, the effects of this type of bullying can be just as damaging, if not more so.

Victims of deliberate psychological bullying may experience a wide range of negative emotions, including sadness, anxiety, loneliness, and low self-esteem. In severe cases, psychological bullying can lead to depression, suicidal thoughts, and other serious mental health problems.

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Verbal Harassment

Verbal harassment is defined as any type of unwanted, offensive or threatening language directed at another person. This can include name-calling, making sexual comments or threats, and using racially or ethnically derogatory remarks.

Verbal harassment can occur in person, over the phone, through text messages or online. It can be directed at anyone, regardless of their age, gender, race or sexual orientation. Verbal harassment is a form of discrimination and can be extremely damaging to the victim.

people, person, female, verbal harassment

It can cause them to feel isolated, anxious, depressed and even scared. If you are the victim of verbal harassment, it is important to speak to someone who can help you. There are many organisations that offer support and advice to victims of verbal harassment. You can also report the incident to the police.

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What is Gender Identity

Gender identity is the gender which a person sees themselves as. This can be different from the gender a person is assigned at birth. Gender identity is not the same as sex.

Sex is the biological characteristics of a person, for example, the sex chromosomes a person has, their hormones, and their reproductive organs.

People with female sex characteristics can have a male gender identity, and people with male sex characteristics can have a female gender identity.

A person’s gender identity is not always the same as their sex assigned at birth. For example, a person with a female sex assigned at birth may identify as a male.

female, gender, genders, gender identity

Gender identity is a personal experience. It is different for everyone.

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Digital Harassment

Digital harassment is a form of online bullying that involves using technology to threaten, humiliate, or intimidate another person. It can take many different forms, including sending abusive or threatening messages, posting embarrassing photos or videos, and spreading rumors or false information.

Digital harassment can be extremely upsetting and can have a serious impact on a person’s mental health and well-being. It is important to remember that online bullying is not a harmless prank – it is a serious crime that can have serious consequences.

If you are being harassed online, it is important to seek help from a trusted adult or professional. There are also many organizations and resources that can provide support and assistance. Visit stopbullying.gov for more information.

social media, facebook, twitter, digital harassment

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Hostile Environments

A hostile environment is a place where someone feels unwelcome, threatened, or harassed. This can be due to the actions or words of another person, group, or organization. Hostile environments can be found in workplaces, schools, homes, and other public places.

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Quid Pro Quo Harassment

Quid pro quo harassment occurs when an individual in a position of power requires another person to engage in sexual activity in order to receive some type of favorable treatment.

This could be something as simple as a promotion at work or a better grade in school. If the individual being harassed refuses to comply, they may be threatened with negative consequences, such as being fired from their job or receiving a lower grade.

This type of harassment is often seen in workplaces or educational institutions, where there is a clear power dynamic between the individual doing the harassing and the victim.

hand, help, write, quid pro quo harassment

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Harassing Conduct

Harassing conduct is defined as unwelcome or offensive behavior that creates an intimidating, hostile, or offensive working environment. It can take many forms, including but not limited to:

  • Verbal abuse, such as name-calling, insults, threats, and intimidation
  • Physical abuse, such as pushing, shoving, hitting, and kicking
  • Sexual harassment, such as unwelcome or offensive sexual advances, comments, and actions
  • Stalking or cyberstalking

Harassing conduct is often directed at someone because of their protected characteristic, such as their race, religion, gender, or sexual orientation. For example, the Equal Employment Opportunity Commission (EEOC) prohibits workplace harassment that is based on a person’s protected characteristic under Title VII of the Civil Rights Act of 1964.

man, hat, glasses, stalking

Harassing conduct can also occur outside of the workplace, such as in social settings or online. When it occurs in these contexts, it is often referred to as bullying.

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Workplace Conduct

Workplace conduct refers to the way employees behave while at work. It includes such things as dress code, attendance, attitude, and performance. Employers typically have a set of workplace conduct guidelines that they expect employees to follow. Violations of the guidelines can result in disciplinary action, up to and including termination of employment. Employees who fail to adhere to the workplace conduct guidelines can also create an unpleasant or unproductive work environment for their co-workers.

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Workplace Harassment

Workplace harassment is any kind of behavior that creates a hostile or offensive work environment. This can include things like making demeaning comments, making threats or unwelcome advances, or even engaging in physical violence.

bully, harassment, workplace, workplace harassment

Workplace harassment can occur between co-workers, between a supervisor and an employee, or even between customers and employees. It’s important to remember that workplace harassment doesn’t necessarily have to be directed at a specific person – it can be general behavior that makes the workplace environment uncomfortable or difficult to work in. If you’re not sure whether something constitutes workplace harassment, err on the side of caution and report it to a supervisor or human resources department.

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Unlawful Harassment

Unlawful harassment is a type of discrimination that occurs when an individual is subjected to unwelcome comments or conduct that is based on their protected status. Protected statuses can include race, sex, religion, and national origin. Harassment becomes unlawful when it creates a hostile work environment or when it results in an adverse employment action, such as being fired or demoted. Unlawful harassment can also occur when an individual is retaliated against for reporting or testifying about harassment.

Note: It is not our intention to give legal advice. If you have a legal question, it is best to consult directly with a lawyer of your choice.

disciplinary, hearing, people, unlawful harassment

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Physical Harassment

Physical harassment is any unwelcome physical contact. It can range from someone invading your personal space to outright assault. Physical harassment can be a single event or a series of events. It can be committed by anyone, regardless of gender, race, or age. If the contact is unwanted and makes you feel uncomfortable, it is considered physical harassment. This type of harassment can have a lasting impact on the victim and can lead to fear, anxiety, and depression. Physical harassment is a serious matter and should be reported to the authorities immediately.

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 Physical Harm

Physical harm is any type of injury that results in damage to the body. This can include cuts, bruises, burns, broken bones, and organ damage. Physical harm can be caused by accidents, violence, or even medical procedures. In some cases, physical harm may be the result of neglect or abuse.

man, punch, face, bruise

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There is no single answer but many types

There is no single answer to addressing harassment. It is important to tailor responses to the specific situation and needs of the individual who has experienced the harassment. Possible actions include but are not limited to: informal resolution between the parties, filing a formal complaint, or pursuing legal action.

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What to do in the case of Workplace Harassment

There are a few different ways to report workplace harassment, depending on the severity of the incident and who is involved. If the harassment is coming from a co-worker, you can talk to your supervisor or human resources department.

If the harassment is coming from someone outside of your company, like a client or customer, you can also contact your company’s customer service department.

security, man, escalator, safe place

In any case, it is important to document the incidents of harassment so that you have a record if you need to take further action.

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 What To Do If You Are Experiencing Harassment in the workplace

If you are being harassed, there are a few things you can do.

  • First, try to stay calm and avoid getting angry or defensive.
  • Second, try to document the harassment by taking screenshots or saving any relevant emails, texts, or social media messages.

This can be helpful if you decide to report the harassment to your employer or file a police report.

  • Third, you can reach out to a trusted friend or family member for support.

Finally, if you feel comfortable doing so, you can confront the person who is harassing you and let them know that their behavior is unwanted and unwelcome conduct.

silhouette, couple, people man, confront the harasser

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What to do if you are being harassed

If you have been the victim of harassment, there are a number of steps you can take. First, document the behavior. This can include keeping a written record of incidents, saving any relevant emails or other communication, and taking screenshots if the harassment is happening online. It is also important to tell someone about what is happening – this might be a friend, family member, co-worker, or supervisor. If the harassment is happening at work, you should report it to your HR department. You can also file a complaint with the Equal Employment Opportunity Commission (EEOC) or your state’s equivalent agency.

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Harassment is a serious issue that can have a lasting impact

Harassment is a serious issue that can have a lasting impact on those who experience it. If you have been the victim of harassment, it is important to reach out for help. There are a number of resources available to assist you, including the EEOC, state and local fair employment practices agencies, and private attorneys.

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How the Mapertunity Experience is Different

When we designed Mapertunity, we optimized for both the candidate and the hiring managers experience.

  • Candidate wants to find jobs that are not only a perfect fit for them but are closest to where they are currently located.
  • Hiring Managers wants to find the perfect candidate and would love to avoid the expenses of relocating someone.

Mapertunity brings both of these desires together. But it does much more than that. Mapertunity removes all the friction that the current system has built into it. There is no more guessing what candidates are available or what jobs are available. Both available jobs and available candidates in a geographic searchable region are simply displayed on the map to be further explored. In addition, contact information is not hidden for either the Hiring Manager or potential Candidates. There are no hidden barriers, like third party recruiters, between candidates and job posters.

There is currently no system in the world that will tell a company how many actual workers are available within any geographic region in the world.

There is currently no system in the world that will display on a map all the jobs and all the companies hiring in any geographic region in the world.

Just center the map on your location and press SEARCH.

Mapertunity can do this. Mapertunitye will show you where both the jobs and the candidates are located. There is no system that will tell workers which companies are hiring in any geographic radius where the job seeker might be interested in searching.

^ Back to Top

Mapertunity reduces the global carbon footprint of both workers and businesses.

We believe the closer a job is to someone’s current location, the more likely they will stay in that job and the closer a worker is to a business, the more likely a business will be able to hold onto those workers. Economist calls this “being sticky”.

Global Carbon Footprint. best talent acquisition strategy

^ Back to Top

On Mapertunity you can Search Jobs and Candidates By:

  • Job Title or Keyword
  • City
  • State/Region
  • Country
  • Postal Code
  • Industry
  • Distance from Map Center ( Search the whole Earth if you want)

^ Back to Top

Join Mapertunity

Your first job posting is Free

1Your Name
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The Employee Handbook and Manual

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The Employee Handbook

Core Values

An organization’s core values are the fundamental beliefs of the company. These guiding principles dictate how employees should interact with customers, vendors, and each other. Core values represent an organization’s culture and identity. They provide a framework for decision-making and help employees understand what is acceptable behavior.

Core values are important to an organization because they provide a sense of direction and purpose. They give employees a standards to follow, and help to create a cohesive work environment. Additionally, core values can help attract like-minded employees and customers, who are more likely to be loyal to the company.

Some common examples of employee core values include: honesty, integrity, teamwork, respect, communication, and accountability. It is important to note that these values will vary from organization to organization, and should be tailored to fit the company’s unique culture and goals.

team, work, building, core values

When writing or revising your company’s core values, it is important to involve employees in the process. After all, these are the people who will be expected to uphold the values. Furthermore, be sure to communicate the values to all employees, and make sure they are understood and embraced.

Embody and Communicate the Company’s Core Values through the Employee Handbook.

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What is an Employee Handbook?

An employee handbook is a document that contains important information about your company’s rules, policies, procedures, and expectations for employees. It is typically given to new hires during their onboarding process, and it serves as a reference guide for employees throughout their time with the company. It helps employees understand what is expected of them while they are working for the company.

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The Contents of an Employee Handbook

The contents of an employee handbook may vary from organization to organization. The handbook should list the company’s mission statement, values, and code of conduct. It should also include information on vacation days, sick days, and holiday pay.

book, cover, employee handbook

The Employee Handbook should cover common topics like attendance, dress code and workplace conduct. The handbook should also explain the company’s policy on sexual harassment and discrimination. Additionally, the handbook should detail the process for filing a grievance or complaint. Finally, the handbook should list the contact information for the human resources department.

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Benefits of Employee Handbooks

An employee handbook is an important tool for communicating your company’s policies and expectations to employees. It can help to prevent misunderstandings and miscommunications, and it can provide a reference point for employees if they have questions about company procedures. If you are thinking about creating an employee handbook for your organization, there are a few things to keep in mind. First, make sure that you include only information that is relevant and up-to-date. Second, keep the language clear and concise, so that employees can easily understand it. Finally, be sure to have the handbook reviewed by a legal professional to ensure that it complies with all applicable laws and regulations.

man, woman, dog, employee benefits

An employee handbook is an essential tool for any business. It communicates your company’s expectations, policies and procedures to your employees, and gives them a resource to reference when they have questions. An effective employee handbook can help reduce misunderstandings and disputes, and promote a positive work environment.

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The Employee Manual can Streamline Onboarding.

An employee manual can streamline onboarding by providing new employees with a clear and concise overview of the company’s policies, procedures, and expectations. This can help to eliminate confusion and ambiguity, and make it easier for new employees to hit the ground running. Additionally, an employee manual can be a valuable reference tool that employees can refer back to as needed.

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Why Small Businesses Should Develop an Employee Manual

Every small business is different and will need to weigh the pros and cons of developing an employee manual based on their specific needs and circumstances. However, in general, having an employee manual can be extremely beneficial for small businesses.

airport, international, munich, On The Same Page

An employee manual can help to ensure that everyone is on the same page in terms of expectations and can provide a valuable resource for employees. Additionally, an employee manual can help to reduce the risk of legal problems down the road. Overall, while there is no easy answer to this question, small businesses should carefully consider whether developing an employee manual is right for them.

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What is an Employee Manual?

An Employee Manual is different from an Employee Handbook.

An employee manual is a more detailed document that includes instructions on how to perform specific tasks. Employee manuals are usually only given to employees who need to know how to perform a specific job.

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What are Company Policies?

A company policy is a set of rules and guidelines that employees must follow. Company Policies can cover a wide range of topics, from dress code and attendance to social media use and confidential information.

coffee, coffee roasting, coffee roaster, Our Company Policy for Roasting Coffee Beans

Having clear and concise company policies helps to ensure that everyone is on the same page and knows what is expected of them.

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What are the contents for an effective Employee Handbook requirements?

There are no hard-and-fast rules for what should be included in an employee handbook, but there are some key elements that are typically included. Here are some of the most common topics covered in employee handbooks:

– Company history and culture

– Mission, vision and values

– Code of conduct

– Anti-discrimination and harassment policy

– Compensation and benefits

– Leave policy

– Attendance and punctuality

– Work hours and break times

– Dress code

– Use of company property (including computers, email and the internet)

– Cell phone use

– Personal conduct

– Conflict of interest

– Safety procedures

– Security procedures

– Emergency procedures

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Key Policies that Should be Included in an Employee Manual

Some key policies that should be included in an employee manual are:

– attendance and punctuality

– dress code

– use of company property

– electronic communications

– social media

– confidentiality and non-disclosure

– conflict of resolution

– workplace harassment and discrimination.

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Key Policies that Should Not Be Included in an Employee Manual

An employee manual should not include any illegal or discriminatory policies. Additionally, any policy that would put the company at risk of liability should also be excluded. Some specific examples of such policies include:

-Policies that allow employees to work excessive overtime hours without proper compensation

-Policies that do not provide adequate safety measures for employees

-Policies that allow for discrimination or harassment in the workplace

-Any policy that is not essential to the running of the business should also be excluded from the employee manual. This includes policies that are simply preferences of the company owner or management, rather than actual rules or regulations that must be followed. Some examples of such non-essential policies include:

-Dress code policies that are not necessary for safety or professional reasons

-Policies regarding personal use of company property (e.g. internet, email, etc.)

-Policies regarding vacation time or other paid time off

father, daughter, beach, Vacation Time Off Policy

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Review and Updated The Employee Handbook on a Regular Basis

An employee handbook should be reviewed and updated on a regular basis to ensure that it accurately reflects your company’s current policies and procedures. If you have any questions about creating or updating an employee handbook, consult with an experienced business attorney.

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An Employee Handbook is a Useful Resource

An employee handbook can serve as a guide for shaping employee behavior. By outlining expectations and providing clear guidelines, an employee handbook can help employees understand what is expected of them. This can lead to more positive workplace behavior and increased productivity. Additionally, an employee handbook can help to create a more positive work environment by promoting respect and professionalism.

knife, swiss knife, tool, The Employee Handbook is like a swiss army knife

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The Human Resources Manager should consult with an employment attorney when developing an employee handbook.

As a Human Resources Manager, you may find yourself wondering if you should consult with an employment attorney when developing an employee handbook. The answer to this question depends on a number of factors, including the size and scope of your company and the nature of your business. If your company is large and complex, or if you are in an industry with a lot of regulations, it is probably a good idea to consult with an attorney. Even if your company is small and simple, you may still want to consult with an attorney if you are unsure about any of the policies you want to include in your handbook. An attorney can help you make sure that your policies are legally sound and will protect your company in the event of a dispute.

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Company Culture Shapes the Employee Handbook

The company culture has a big impact on the employee handbook. The way the company operates and the values that it upholds will be reflected in the employee handbook. It is important for companies to make sure that their employee handbooks are aligned with their

woman, veil, hijab, Company Culture

culture so that employees know what is expected of them and can be comfortable working within the company. A good employee handbook will help to create a positive and productive work environment.
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The Company’s History also Shapes the Employee Handbook

A company’s history can play a significant role in shaping the employee handbook. For example, if a company has a long history of success, this may be reflected in the employee handbook in the form of high standards and expectations. Alternatively, if a company has a history of problems with employee morale, this may be addressed in the employee handbook with policies and procedures designed to improve employee satisfaction. In either case, it is important for companies to be aware of how their history may impact the employee handbook.
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Including Performance Reviews in the Employee Handbook

Performance reviews are a necessary part of every employee’s development and growth within an organization. They provide employees with the opportunity to sit down with their manager and openly discuss their successes, challenges, and goals.

tampa, florida, pole vault, Employee Performance Reviews

Additionally, performance reviews help to identify any training or development needs that the employee may have.

While some organizations choose to address performance reviews in their employee handbooks, others do not. There is no right or wrong answer when it comes to this decision. Some organizations opt to include performance review procedures in their employee handbooks so that employees are aware of the process and what to expect. Other organizations prefer to keep performance reviews separate from the employee handbook.

Ultimately, the decision of whether or not to address performance reviews in the employee handbook is up to the organization. There are pros and cons to both approaches, and it ultimately depends on what will work best for the company and its employees.

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Company Equipment

The employee handbook may discuss company equipment and how it should be used. It is important that employees understand how to properly use and care for company equipment.

car wash, clean, wash, Company Car Policy States Cars Must be Returned Clean

The handbook should outline what is expected of employees if they need to use company equipment for personal use.

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Part Time Employees and the Employee Handbook

The employee handbook usually applies to part time employees in the same way as it does to full time employees. All policies and procedures outlined in the employee handbook must be followed by all employees, regardless of their employment status. Part time employees are subject to the same attendance policy, code of conduct, and workplace safety rules as full-time employees. Additionally, part time employees may be eligible for the same benefits and perks as full-time employees, such as vacation days, sick days, and health insurance.

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General disclaimers to include in Employee Handbooks

The employee handbook should include general disclaimers to protect the company from liability. These disclaimers should make it clear that the company is not responsible for any injuries or damages that may occur while employees are on the job.

clay, brick, wall, Disclaimers

The handbook should also state that the company is not responsible for any losses or damages that may occur as a result of employee negligence or misconduct. Additionally, the handbook should include a disclaimer that all information contained in the handbook is confidential and should not be shared with anyone outside of the company. Finally, the handbook should include a disclaimer that the company reserves the right to change any of the information contained in the manual at any time without notice.

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Wrongful Termination

A wrongful termination is a firing that is done in violation of an employment contract or law. Wrongful terminations can also occur when an employee is fired in retaliation for whistle-blowing or filing a discrimination claim. In some cases, a worker may be wrongfully terminated because of their race, gender, religion, or national origin.

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Substance Abuse Policies

A substance abuse policy should be included in an employee manual to ensure that employees are aware of the company’s stance on drug and alcohol use.

doctor, patient, psychiatrist, Welcome Home From Rehab

Companies should offer help and assistance to Employees when possible.

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Internet Usage

Internet usage is addressed in the employee handbook by specifying what types of activities are considered inappropriate and prohibited. These activities include, but are not limited to: accessing or disseminating inappropriate or pornographic material, downloading copyrighted material, and engaging in any activity that could be considered harassment or cyber-bullying.

Consequences for employees who violate these policies such as disciplinary action up to and including termination, should be fully explained in the Employee Handbook.

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Remote Work and Remote Working

Remote Working should be included in the employee handbook. It should state when employees are allowed to work from home and how they should coordinate with their supervisor to make sure it does not interfere with their job duties.

covid-19, work from home, quarantine, Remote Work

The handbook should also outline the expectations for communication and collaboration when working remotely.

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How State Law affects the Employee Manual

In the state of California, employers are not required to provide employees with a written employee manual. However, if an employer chooses to create an employee manual, it must comply with certain legal requirements. For example, the manual must include a statement that employment is at-will and that the employer reserves the right to change the terms and conditions of employment at any time. Additionally, the manual must not contain any provisions that would violate an employee’s rights under state or federal law. Finally, the manual must be made available to all employees in a format that they can easily understand.

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Federal Laws Affecting the Employee Handbook

There are many State and Federal Laws that can affect the Employee Handbook. The employee handbook must comply with all relevant federal laws, including those relating to discrimination, harassment, and privacy.

phone wallpaper, capital, usa, Federal Laws

These laws may change from time to time, so it is important to keep the handbook up to date. Some of the most relevant federal laws are described below:

Title VII of the Civil Rights Act of 1964

–Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, or national origin. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing Title VII. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their race, color, religion, sex, or national origin.

The Age Discrimination in Employment Act of 1967 (ADEA)

–The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against employees who are 40 years of age or older. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.

labor, black and white, hands, Older Workers Are Protected

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the ADEA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their age.

The Pregnancy Discrimination Act of 1978 (PDA)

–The Pregnancy Discrimination Act of 1978 (PDA) prohibits discrimination against employees who are pregnant or who may become pregnant. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the PDA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their pregnancy status.

woman, baby, mother, Maternity Leave

The Family and Medical Leave Act of 1993 (FMLA)

–The Family and Medical Leave Act of 1993 (FMLA) provides employees with up to 12 weeks of unpaid leave for certain family and medical reasons. This law applies to employers with 50 or more employees.

-The Department of Labor (DOL) is responsible for enforcing the FMLA. The DOL has issued guidelines that employers must follow in order to comply with the law. These guidelines include ensuring that employees are eligible for leave, providing employees with information about their rights and responsibilities, and maintaining records of leave.

The Health Insurance Portability and Accountability Act of 1996 (HIPAA)

–The Health Insurance Portability and Accountability Act of 1996 (HIPAA) protects the privacy of employees’ health information. This law applies to employers with 50 or more employees.

The Department of Labor (DOL) is responsible for enforcing HIPAA. The DOL has issued guidelines that employers must follow in order to comply with the law. These guidelines include ensuring that employees’ health information is kept confidential, and that only authorized individuals have access to it.

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The Genetic Information Nondiscrimination Act of 2008 (GINA)

–The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits discrimination against employees on the basis of their genetic information. This law applies to all employers with 15 or more employees.

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing GINA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their genetic information.

dna, project lumina, DNA, SNPs

The Americans with Disabilities Act of 1990 (ADA)

–The Americans with Disabilities Act of 1990 (ADA) prohibits discrimination against employees with disabilities. This law applies to all employers with 15 or more employees.

-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the ADA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination.

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These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their disability.

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How the Mapertunity Experience is Different

When we designed Mapertunity, we optimized for both the candidate and the hiring managers experience.

  • Candidate wants to find jobs that are not only a perfect fit for them but are closest to where they are currently located.
  • Hiring Managers wants to find the perfect candidate and would love to avoid the expenses of relocating someone.

Mapertunity brings both of these desires together. But it does much more than that. Mapertunity removes all the friction that the current system has built into it. There is no more guessing what candidates are available or what jobs are available. Both available jobs and available candidates in a geographic searchable region are simply displayed on the map to be further explored. In addition, contact information is not hidden for either the Hiring Manager or potential Candidates. There are no hidden barriers, like third party recruiters, between candidates and job posters.

There is currently no system in the world that will tell a company how many actual workers are available within any geographic region in the world.

There is currently no system in the world that will display on a map all the jobs and all the companies hiring in any geographic region in the world.

Just center the map on your location and press SEARCH.

Mapertunity can do this. Mapertunity will show you where both the jobs and the candidates are located. There is no system that will tell workers which companies are hiring in any geographic radius where the job seeker might be interested in searching.

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Mapertunity reduces the global carbon footprint of both workers and businesses.

We believe the closer a job is to someone’s current location, the more likely they will stay in that job and the closer a worker is to a business, the more likely a business will be able to hold onto those workers. Economist calls this “being sticky”.

Global Carbon Footprint. best talent acquisition strategy

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On Mapertunity you can Search Jobs and Candidates By:

  • Job Title or Keyword
  • City
  • State/Region
  • Country
  • Postal Code
  • Industry
  • Distance from Map Center (Search the whole Earth if you want)

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