#workplacepolicies

[usnewsper-business]

Sporting Goods Store Employees Fired for Chasing Thief: Should They Have Been? #employeeconduct #employeeresponsibilities #guncontrol #publicsafety #sportinggoodsstore #termination #theftprevention #workplacepolicies

[coursy]

President Joe Biden announced a plan on September 9, 2021, which requires all Private employers with 100 or more employees to mandate covid-19 vaccination or produce, negative results on a weekly basis against covid-19, in the workplace. He also stated that federal workers, as well as contractors, must inoculate against covid-19 without having the alteration of weekly tests. Now you can think how the declaration can create a river of a hodgepodge for the talent acquisition department as well as for HR recruiters. Employers are approaching different ways of hiring with the vaccine mandates. However, we know that it’s easier said but tougher done. It’s getting harder for many companies who are already struggling with employee retention now vaccine mandate is exacerbating the whole condition. And here is the great resignation of 2021, which, in this time, more or less work like an added salt to injury. So, what employers can do to retain the talent, to hire the skillful, learned, intellectuals, of the specific fields? But before diving on the topic. Let’s discuss the November 4, event.

On November 4, 2021, The Occupational Safety and Health Administration, issued an emergency temporary standard to protect unvaccinated employees of large employers from the risk of contracting covid-19. It mentioned that all the private companies with 100 or more employees must get fully vaccinated by January 4, 2022. The requirement also emphasizes that employers must provide paid time off for the vaccination and paid sick leave if the employee is recovering from the side effects after getting the dose. Anyone who doesn’t want to get vaccinated must produce negative results on the weekly basis. They also have to wear masks while on the job. Most corporation like Google, Facebook, Ford, General Electric, Goldman Sachs, McDonald’s, Equinox, Jefferies, and Amtrak has already been outspoken about their vaccination plan. And many companies were already pondering over mandating the covid-19 vaccination policy.  (Almost 47% according to a survey done by Gartner, published on its website on September 24, 2021.)

However, we all are also aware of the fact that OSHA’s mandate regarding the vaccine has been challenged multiple times, and in multiple courts. Religious organizations, private businesses, traders, and states have filed a petition against the OSHA; broaching that the rule is an encroachment of government authority.

Yet, the Biden administration is asking organizations to keep their workplace fully vaccinated.

Now come to the point: As there are many arguments, ongoing with regard to the vaccine policy. And various individuals and organizations put forth the reason what’s right and what’s an outmaneuvering. I think we are digressing from our way. Our focus must not be vague and muzzy in all this buzz. It’s not about mandating a rule and fighting against it. It’s all about public health. We have to find ways to educate them, to encourage them, to inform them that how their lives are indeed important to the future of the nation. To the future of America. We are indeed terrified by what we have seen in the last years we don’t want to lose them. No matter which path we choose or which strategy we restore to – but just remember what’s the focal point.

Inform them about the organization’s vaccination Policy: Before mandating a vaccine policy you must ensure a recruiting policy and make an effort to associate some part of the previous policy to the recruiting policy. So, the interviewee will receive the palpable hint that the covid-19 status is really one of the significant requirements of the job given the current circumstances. Employers can also restore to incentive programs that work really well. Let your interviewee know that why the vaccination is mandatory for their employee’s well-being as well as how the shot is life-saving. Inform them about the research that shows the effectiveness of the covid-19 vaccine.

Don’t trick just treat them: It’s my quite personal point of view, there is an ongoing buzz of firing people who don’t want to get the jab. However, I think before firing them slightly change the way you think of their decision and opinions. Maybe they are afraid. Maybe they have some medical condition. Some religious believes or something else. Just ask them why they don’t want to get the jab. What’s the reason behind it? Educate them, if they are afraid then share your personal experience with them. How afraid you are before taking the jab. Educate them about the vaccine and about its benefits. Tell them that their decision, not to get the jab, can endanger many individuals’ life.

And last but not least. As an employer let them know that you don’t want to lose a precious employee like them and firing an employee is not something that employers cherish especially in the time like the great resignation 2021.

For more visit our Website

[thehighlander666-blog]

Ha! Nice😂 ⛧⛧⛧ #slayer #satan #workplacepolicies #slaytanic #humor Source: https://www.reddit.com/r/satanism/comments/8p5xu0/employees_must_hail_satan/?utm_source=reddit-android

[berkeleyjobsite]

GENERAL MANAGER (IPPUDO) – Berkeley, CA

Summary of Job Scope and Expectations:The General Manager position isresponsible for the successful operations of a restaurant, with accountabilityfor:• ?? ?? ?? ?? ??Managing and directing the work of restaurantassociates• ?? ?? ?? ?? ??Achieving restaurant financial targets• ?? ?? ?? ?? ??Recruiting and hiring restaurant associates• ?? ?? ?? ?? ??Training, coaching, developing, anddisciplining restaurant associates• ?? ?? ?? ????Providing for the safety and securityof guests and associates• ?? ?? ?? ????Responding to guests and associatecomplaints and consulting with other company resources as necessary• ?? ?? ?? ?? ??Ensuring the delivery of exceptionalguest experiences• ?? ?? ?? ????Promoting brand awareness• ?? ?? ?? ?? ??Models continuous learning of servingskills and product knowledge for the floor staff• ?? ?? ?? ?? ??Recommends operational policies toCompany???s management to improve operationsThe General Manager understands andsupports the overall mission and culture of the Company.??Essential functions:The essential functions in this jobdescription are not all-inclusive of this job???s duties and responsibilities.Reliable and dependable attendance is required.Knowledge, Skills, and Abilities:• ?? ?? ?? ????Contribute towards building andsustaining the Ippudo Mission, Culture, and Style• ?? ?? ?? ?? ??Thorough knowledge of all operationspolicies, procedures and practices• ?? ?? ?? ????Thorough knowledge of recipes including cooking processesand procedures ??• ?? ?? ?? ?? ??Thorough knowledge of FOH and HOH responsibilities• ?? ?? ?? ?? ??Knowledge of trends affecting the foodservice industry and the competitive market• ?? ?? ?? ????Knowledge of labor law and Ippudo workplacepolicies and procedures• ?? ?? ?? ?? ??Complete understanding of financial measuresand performance• ?? ?? ?? ?? ??Strong leadership and team buildingskills• ?? ?? ?? ?? ??Strong financial management skills• ?? ?? ?? ?? ??Strong communication (oral and written),listening, training, and assessment skills• ?? ?? ?? ?? ??Ability to teach food and work safetyto restaurant associates and take inventory correctly• ?? ?? ?? ????Ability to influence others, resolvecomplex problems, and facilitate processes• ?? ?? ?? ?? ??Ability to embrace change andcontinuous learningEducation and Experience:• ?? ?? ?? ?? ??High School Diploma or GED required. Associates orBachelor???s degree preferred• ?? ?? ?? ????Minimum two years of restaurant operations experiencerequired• ?? ?? ?? ????Full-service restaurant experience preferred• ?? ?? ?? ????Management experience preferred• ?? ?? ?? ????Must be able to work flexible schedule, including nights,weekends, and holidays• ?? ?? ?? ?? ??Must have reliable transportation• ?? ?? ?? ?? ??Must be at least 21 years oldFood Safety:• ?? ?? ?? ????Must be Serve Safe certifiedRestaurantConditions:??• ?? ?? ?? ????Kitchen areas often hot with steam and food vapors• ?? ?? ?? ????Hot kitchens with high noise levels• ?? ?? ?? ????Limited work space depending on locationPhysicalRequirements:??• ?? ?? ?? ?? ??Remains standing for long periods of time• ?? ?? ?? ?? ??Reaches across counter tops• ?? ?? ?? ?? ??Occasionally reaches high storage shelving with theuse of step ladder• ?? ?? ?? ????Performs repetitive tasks• ?? ?? ?? ????Cross training includes use of restaurant equipment• ?? ?? ?? ????Works efficiently in a fast-paced environment withhot and cold foods• ?????????????????Able to lift up to 50 lbs.??Panda Restaurant Group, Inc is an Equal Opportunity Employer.

from Berkeley Job Site https://ift.tt/2FTQsC3 via IFTTT

[itnewsround-blog]

Office Policy : Should Your Office Offer Telecommuting

Office Policy : Should Your Office Offer Telecommuting #officepolicy #workplacepolicy #workplaceefficiency

Office Policy– How this popular perk affects productivity.

60% of workers think working from home eliminates office distractions. But does it hurt collaboration? It doesn’t have to. Find out how to get the best of both worlds with these tips and more:

Establish a clear policy

Employ helpful tools

Create an enticing environment

Learn how to keep your team happy and your office running smoothly.

[hrexecutivebyashishbhalla]

HRExecMag: Ensuring your workplace policies are truly inclusive is key when it comes to helping all employees feel welcome. https://t.co/rvctWmbetk #transgender #transitioning #workplacepolicies #inclusion #diversity #inclusionmatters #benefits #LGBTQIA #transgenderatwork

HRExecMag: Ensuring your workplace policies are truly inclusive is key when it comes to helping all employees feel welcome.https://t.co/rvctWmbetk#transgender #transitioning #workplacepolicies #inclusion #diversity #inclusionmatters #benefits #LGBTQIA #transgenderatwork

— Ashish Bhalla (@Ashish__Bhalla) October 8, 2018

from Twitter https://twitter.com/Ashish__Bhalla October 08, 2018 at 04:03AM via IFTTT

[usnewsper-business]

Sporting Goods Store Employees Fired for Chasing Thief: Should They Have Been? #employeeconduct #employeeresponsibilities #guncontrol #publicsafety #sportinggoodsstore #termination #theftprevention #workplacepolicies

[hrexecutivebyashishbhalla]

Tweeted

HRExecMag: Ensuring your workplace policies are truly inclusive is key when it comes to helping all employees feel welcome.https://t.co/rvctWmbetk#transgender #transitioning #workplacepolicies #inclusion #diversity #inclusionmatters #benefits #LGBTQIA #transgenderatwork

— Ashish Bhalla (@Ashish__Bhalla) October 8, 2018