The Company Asset Sign could be the end of the road for us, loyal readers. I hope you’ve enjoyed the long, strange trip it’s been on this blog. I know I have enjoyed it, so I hope that enjoyment has shown through to you, the reader. If not, I hope I haven’t bored you too much!
Kidding aside, the Company Asset Sign is an apropos final topic, because the Company Asset Sign opens up a whole Pandora’s Box of issues that we’ve covered throughout the entries in this blog. We’ve looked at the future and current success of your company, and how your employees are tied directly into that success.
The Company Asset Sign also brings up issues involving the privacy of your company, as well as the privacy that is required by moral codes and the legal codes. We could also get knee deep into issues about security at your company, and worrying about you hired the correct employees, or whether you hired scoundrels in disguise.
And one of the major issue that ties all of these other important issues together is being worried about whether or not one day you will face a law suit from one of your current employees, for all intents and purposes seems to be the most loyal employees now.
That’s because when you have one of these employee based law suits, all of your company assets could be up for grabs no matter whether the law suit is from a privacy issue, a workers’ comp issue, or any other of the many things that could pit you against your employees. So think about all of this when you have your Company Asset Sign, and when you consider just how fine a line runs through your books between the red and the black of profitability.
When it comes to files, some of the most important files that you can use in your system is the Personnel File Access Log – Black & White. The Personnel File Access Log – Black & White – or color versions for that matter – can help you keep track of all of your employees, from the time they join your organization till the time that they leave.
The Personnel File Access Log – Black & White – can simply and easily keep you up to date with all of your employees’ info. That info in the Personnel File Access Log – Black & White or color – can include such data as their payroll deductions, their private information such as addresses, phone numbers, and their spouses and departments.
The Personnel File Access Log – Black & White can also include data on their peer reviews and any issues they might have had with their colleagues, bad or good. The Personnel File Access Log – Black & White can include such data as their performance reviews by their supervisors and their managers. And the Personnel File Access Log – Black & White can include any disciplinary action that you might have had to taken against the employees.
But as we discussed earlier, some people might criticize you for still using paper such as the Personnel File Access Log – Black & White, when internet and digital technology have opened cyber storage space and virtual space on servers and hard drives. But as we also discussed earlier, the Personnel File Access Log – Black & White and other paper files might work for you, no matter what the IT department or your tech vendors might tell you. If that’s the case, use the system that works for you, if it uses paper such as the Personnel File Access Log – Black & White – or whether it also integrates the Personnel File Access Log – Black & White with digital tech too.
We’ve covered this topic often and always, it seems, my loyal readers, but it is one of crucial significance for your human resource department, and your business and company in general. What is this topic? We’re talking when employees decide to up and leave your company, or in other cases, you have to lay off or fire an employee.
In such situations, you as the employer have certain things you must make sure to go over with that exiting employee, and there are certain forms and tasks you need those employees to do before they leave for good. To make sure all of those things came true, you might need a Separation Checklist. The Separation Checklist can cover all of these tasks that you the employer need to do, as well as those that the employee needs to do.
The Separation Checklist also can help you keep track of whether or not you have completed them all in the two weeks left that the employee has, or however long they gave you for notice. That way, with the Separation Checklist, you can literally check off each and every task.
What that does is, obviously, the Separation Checklist allows you to keep organized and efficient when it comes to allowing your employees to leave your organization without any difficulty. That in itself is worth the Separation Checklist’s weight in gold (and sure, the Separation Checklist is made out of paper).
But the Separation Checklist can also allow you to put the best face forward as you say good bye to an employee. Like personal relationships, with employee employer relationships, you don’t want to burn bridges. You never know if that employee might return down the road to work for you, or they may work for a client or another company you work for.
I once had a friend who was one of the youngest managers ever at a major airline. (He is still my friend; what is past tense is that he no longer works for the airline, in case you were wondering.) One of the most miraculous things he ever did, in my eyes and I think in his bosses’ eyes too, was the way he gave employee evaluations.
My friend would put his heart into the Employee Performance Evaluation Form, and not blow them off like so many employers and managers do. Instead, my buddy looked at the Employee Performance Evaluation Form as an honest way to appraise the good and bad points of his staff. He didn’t just pour on the praise, as some managers also do.
Sure, your employees probably like it if you load up the compliments onto their Employee Performance Evaluation Form, but in the long run, employees also want direction. They want the Employee Performance Evaluation Form to show them what they are doing well, but they also want to know what else they can do better to improve their position in their department and in the company in general.
As for your executives and upper level managers, they also would appreciate the type of Employee Performance Evaluation Form that my friend would produce. That’s because a Employee Performance Evaluation Form that is honest gives them an easier time at promoting, or holding back people, based on a fair and easily documented meritocracy, which means that the people who worked harder, faster and better get to move up the ladder faster.
My friend’s most amazing stunt with the Employee Performance Evaluation Form was that he could be critical of people on his staff that were 20 years his senior. I always asked him how these old folks took his criticism. He only would laugh.
Nowadays, direct deposit is the way most people go. Sure, there are a few employees who make it their business to get their checks the old-fashioned way, and cheers to that if they like waiting in line at the bank every Friday with the other old guard. But for the rest of us who live in the digital age, the Direct Deposit Form is one of those things that we are used to signing when we first start employment somewhere. When the shoe is on the other foot, though, and you become the hirer instead of the hire, the Direct Deposit Form becomes just as important.
The Direct Deposit Form is your record that needs to be passed to your payroll third party administrator, to allow them to tap into and funnel money through your employees’ bank accounts. Now the Direct Deposit Form provides some serious power, for good and evil, as the old saying goes.
You could wield the Direct Deposit Form to make your employees’ lives that much more convenient and allow them to access their bank accounts digitally and without any effort on their part. On the other hand, be careful with that Direct Deposit Form. As we all know, privacy and information security are hot button issues at the moment, and probably will be for the foreseeable future. That’s because crooks are always out to get people’s private information, which they then can use for identity theft or just plain old theft.
Employers are liable for the information on the Direct Deposit Form. If something should go awry and that info on the Direct Deposit Form got into the wrong hands, then employers could be in hot water with their employees and government authorities. It could mean fines, bad press, or worse, huge law suits brought against you by your very own employees.