A Welcome On Wood Mountain

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

All settings should have copies of the latest legislation and guidance as well as their own policies and procedures.

changes to your terms or employment, this explains that the company reserves the right to make any changes to the terms and conditions of employment and that no less that one months notice will be given of any changes. Grievance procedure, this explains that if I have a grievance relating to my employment that I should raise this is writing in accordance to the grievance procedure.disiplinary & dismissal procedures. This explains that any disciplinary action relating to employment or dismissal procedure will be handled in accordance with the correct procedure.

However, the ruling in this case and others like it prove that employers can, in fact, be bound by articles written in an employee handbook when disciplining or discharging an employee. An abysmally written handbook can greatly jeopardize an employer’s right to terminate at will. Trends show that courts are increasingly acknowledging enforceable promises in the past employment practices of firms, in employer handbooks and in oral commitments. In addition to including an at-will disclaimer in employee handbooks, employers should also require employees to sign an acknowledgment confirming that they understand and agree to employment-at-will and that at-will employment can at any time be modified by a written agreement. Personnel manuals should explicitly state that the employer reserves the right to terminate employment at will. All written policies should also be free of any language that could be considered as a guarantee of job security. To be sure that these common pitfalls are avoided employers must retain the service of a labor attorney to draft and air-tight employee manual and acknowledgment

Describe the guidance you need to refer to when planning healthy, safe environments and services.

The main features of legislation relating to contracts of employment are outlined in the terms and conditions within a contract of employment. Information about this is included in the handbook for the NJC currently known as the Green Book. Contracts help to protect the rights and responsibilities of both the employer and the employee. Contracts must contain general information about the employee and the employment in which they have been employed: this includes information on the employee's name, date of commencement of employment, position appointed ,employment conditions, rights and responsibilities of the employee, expected duties and information on grade and point scale in relation to pay. Employees are expected by law to follow the terms set out in their contract until employment is terminated by either party.

The PDF file name indicates the handbook was published on September 24, 2015. Primary sections of the handbook include Employment, Employment Relations and Communications, Compensation and Benefits, Leaves and Absences, Complaints and Grievances, Employee Conduct and Welfare, General Procedures, and Termination of Employment. The handbook provides a summary of policies fully outlined in the district’s Board Policy Manual. The content in the policy manual is derived from “state and federal laws, case law, Attorney General opinions, State Board of Education Rules, governmental regulations, and local requirements of the District” (Del Valle Independent School District, 2015, pg.

In the event a release of information policy statement is needed for a policy book for Montana Code 50-16-541, the following could be used:

In 1980, a precedent was set in a Michigan court case involving a man named Charles Toussaint who was suing his employer, BlueCross Blue Shield, for wrongful termination based on the guidelines set in the employee manual (Alfred and Bertsche 33). The manual stated that employees would only be terminated for just cause, and the court decided that Blue Cross had violated the agreements in the employee manual (34). The court also ruled that even with Blue Cross’s efforts to provide a document that “issued non-binding guidelines” the employee manual was a contract and Toussiant was wrongfully terminated (34). After the precedent set by this case many employers and employees for that matter were reviewing their employee manuals for the type of

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

Lowe’s debates the issue that there is a problem with their recordkeeping by maintaining adequate reports and documenting employee injuries and illnesses. OSHA believes that there is a critical issue and Lowe’s continually fails to document viable information and report employee injuries. After several inspections throughout the Ohio area and over a one year span OSHA has found significant problems and violations, and cited Lowe’s thousands of dollars in fines. To take corrective action, Lowe’s must hire a consultant to review medical records from 2008 to 2010 to determine if the claims are to be legally reported to OSHA, they have until 2013 to complete the in-depth review(Nolan, 2011).

4. Explain why the disclaimer in the employee manual does not have the effect desired by the employer. Champion Jogbra employee manual was unclear and misleading. Disclaimers when used should contain language that is clear, specific and communicated effectively to the employees. Disclaimers when used should be presented in a manner that is prominent and obvious manner, (Walsh). Champion Jogbra, on one hand the employer, will provide fair and equal treatment, on another hand the employee can be terminated at anytime. These are mixed messages the employer, Jogbra was providing its employees. Policies listed in the employee handbook made the employees feel as though their job was protected, even though Champion Jogbra does not offer employment contracts. The guidelines listed in the employee handbook as champion Jogbra so eloquently called them are not a part of an employment contract and should not be taken as such. However the guidelines were vague and gave the employees false pretense that their

Your Policy manual should provide a review of the systems and policies for communicating information on health, safety and security to staff, clients and visitors in accordance with the legislative requirements (Diagrams and flowcharts can be used here).

This wasn’t as simple as it would seem, because the safety section for their large books was dozens of pages long. It wasn’t really a feasible option for throw away installation manuals. So my manager and I created 3 pages safety information along with icons to put throughout the manual so field technicians would easily see if there’s a hazard of importance associated with the task.