Matt's 24/7 Fitness Research Paper

Employees will be informed of the procedures for reporting suspicious activity in the workplace, unsafe work practices and the evacuation plan in case of an emergency. A new hire will utilize the employee handbook not only in the first few weeks but throughout their employment with the Canada Post. The employee handbook is to act as a resource tool. After each employee has read the employee handbook they will be required to sign a form stating that they have fully read and understood Canada Posts employee handbook.

Lopatka (2014) explains that in composing handbook rules and policies using creative drafting employers find innovative ways to persuasively appeal to the emotional and mental senses of employees, with the goal of protecting the employer’s legitimate interests (p.74). By standard, personnel handbooks serve as written documentation of workplace policies that govern expected behavior and procedures within the workplace. However, in some cases, handbooks formulate contracts between the employer and employee.

The start of my exercise science journey began when I was a little kid. I played sports throughout my childhood and into my senior year of high school but my desire to really exercise started when I went to gym class. I thought our Gym teacher, Mrs. Starnes was the coolest lady and I enjoyed how she could talk about our bodies and knew different activities that got everyone to exercise. Also, I loved watching college football and baseball as a child and remember seeing that when the athletes would get hurt; that they would get help from one or two people who would try to find out the problem and what happened. When I was little, I did not know that the job that I saw on television would be one that I would be aiming towards as I got older.

Works in conjunction with other sports-related individuals, such as strength and conditioning staff, to create safe and effective exercise plans in terms of “fitness, nutrition and conditioning programs [that are] customized to meet individual student-athlete needs”.

Companies without a program had an average turnover rate of two to three years, while those who offered tuition assistance saw the average employment period lengthen to five or more years. Tuition reimbursement fosters loyalty to the employer and increases overall job satisfaction. In addition to strengthening the retention rate, tuition reimbursement programs allow employers to promote within the company rather than hiring outsiders. When companies are hiring from within it increases worker morale and loyalty. It also decreases the costs of hiring and training new candidates. Training for advancement is particularly beneficial in high-need areas, especially in medical fields like nursing.

Since we have already approved the budget increase for our employees to take full advantage of the tuition reimbursement program, then there is really nothing that is holding us back from implementing the program right away. The sooner that we introduce this to our employees, the sooner that they can begin to take advantage of the program and begin the road to increasing their knowledge base and advancing their level of training within our company. If we have numerous people interested who can benefit from this we will have more loyal and stupendous employees that will strive to become more and build up their position in our company. According to Elearnersexpress.com (2010) there are many different institutes they can attend.

However, I believe that there were more policies that could have been added to the handbook that affects many people, and a few policies could have been explained in further detail. The policies that stood out to me were the “Open door policy”, “Proprietary Information Policy”, “Anti discrimination policy”, “Sexual Harassment”, and the Policy on the use of Personal use of computers. There are a few pros and cons for each policy, if you were to take my opinions that I will be providing in the summary below into consideration, your organization may be able to combat issues that may arise in the future, and answer service member questions and ease concerns.

Classes and Conferences: Some employees will be authorized to attend classes or conferences to improve job skills. The expenses for classes or conferences will be reimbursed if the employee obtains prior written authorization from a Partner or the Firm Administrator and if the employee successfully completes the class or attends the entire conference or

e) Taking an interest in your employees also means investing in their future. That's why training and development opportunities are energizing perks. Check out the local community colleges and university-extension departments for affordable classes, and foot part or all of the tuition for eager employees.

Some company pays educational institutions directly for expensive, intense training programs that require payment up front (O’Reilly, Brendan 2001). Today, nearly 15 percent of our domestic workforce is enrolled in college and university coursework, more than half seeking advanced degrees. Our participation rates are three times the national average for companies with similar programs. And, participants' retention rate is double that of all employees (Cassidy, John F. 2004).

Fitness is in. The percentage of people belonging to health clubs and gyms has doubled over the past 20 years. More growth is expected, fueled by an aging Baby Boomer generation in search of eternal youth and the reality that regular exercise can prevent or control diseases that are driving health care costs relentlessly upward. The 24/7 fitness opportunity is the newest model of fitness centers today.

Due to the ever changing landscape of the business world many employers often send their employees to attend trainings and seminars. Though this specialized training sessions are costly the return a company gets from it is worth the investment. A company that constantly sends its employees to school to acquire a fresh and new ideas has a greater advantage than a company that do not offer such benefit.

It is great to learn that employees like yourself are always willing to improve their career skills, striving to further their education by returning to school to take additional courses. While thriving companies can offer tuition reimbursement to selected employees if they return to school. These programs are expensive to an organization because they involve not only the actual cost of tuition and books but also the cost of program administration – applications, monitoring, and record keeping.

The purpose of an employee handbook is for a company to keep a blue print of policies and procedures that are needed for a company to succeed. A handbook contains of a title page, a table of contents, a body, an index, and most importantly an acknowledgement. An employee handbook is based on main polices a company have. Some the policies include at will employment, hiring rules, anti-harassment and anti-discrimination rules, compensation, employed hours, leave of absence, benefits, heath, safety and most importantly disciplinary. (LegalFlip) protects the author of the article: Employee Handbooks – An Overview (2013)

The Handbook is an introduction to your employment with a company and gives you written direction and information about benefits and policy that may affect your employment. The information is for all employees without regard to level of position. The Company, at will employment opportunity policy gives you the right to give notice and leave with or without cause. As well the Company may terminate employment at any time with or without cause. Each employee is obligated to read and comply with the policies and the information in the Handbook. Equal-employment opportunity