A Brief Rundown of
As an employer, there is need of making sure that you familiarize yourself with the rights if your employees who have incarnated. It is surprising to note that the number of employees who were jailed without conviction in 2018 was more than half a million. Your business will be affected negatively, despite the fact that you may not be sure of what will come at the end. This a tough time for most of the employers. You should ensure that you are always prepared to face such scenarios as they may happen to you in the future. A balance is called for between the workers rights and their aftermath impacts in the workplace. Having a policy in place on how to tackle such issues is a plus. This article will aid you with a few factors to consider when dealing with employee arrest and incarnation.
The first tip to consider when dealing with employee incarnation is treating is as work absence. Treating your workers arrest as an absence from one is very essential. Such days in jail may count towards absence days depending on the company policy. However, it is important to consult your state laws about employment before making such a decision. For example, some states allow you to terminate the workers employment in your company provided the reason is not based on discrimination. The long absence from work may also be treated as a non-payable personal leave. If you are aware of the cause of arrest, it is also possible to count these days towards their leave or vacation in order to retain them. Nonetheless, it is the mandate of the employee to communicate such a cause to you before you arrive at a final verdict.
The second hint which should influence your decision when dealing with an arrested employee is the severity of their crimes. It worth to establish the cause of the arrest before taking any action. It is worth noting that some employees commit very bad mistakes which you may not need to defend in any way. It is prudent to suspend any of your employees whose is arrested over a mistake that undermines your business rules and regulations. Thus far, you will be able to know the necessary action which you can take over the case. Employees who commit assault mistakes must be removed from your firm until their case is determined in order to safeguard the reputation of the company.
Consistency is another aspect which you must consider when handling employee arrest cases. The same course of action must be followed to all employees. This is why penning down written procedure is likely to save you from discrimination.