WASHINGTON: Nothing compares to working for yourself. Not even the world’s greatest employer, Google is immune from criticism. Nearly 20,000 employees walked out to protest company policy related to misconduct. The reality is even in this quasi-surveillance state, employers can’t police everyone.
Today, with employers competing for the best possible employees in a pro-job market, they would be wise to consider the benefits of the following company policies.
Here are my top five Scrooge-like company policies.
What company policies do you wish your employer would change? Following are policies that help upper management but do little for the company, the employee or the overall bottom line. They are more or less a moral lie used to curry favor with executives.
Use it or lose it vacation time.
Use it or lose it vacation time is the biggest violation I can think of. It hinders the incentive to save and be thrifty. The cost is so nominal when compared to executive excess like, stock options, corporate cars and my favorite the company plane. Saving two years vacation to go on a lengthy excursion is by no means a budget breaker for many companies.
The cost of five years vacation is so nominal when you consider an annual pay raise of 3% that to even consider it as a cost-saving measure is ridiculous.
Waiting period for fringe benefits.
Companies that use this one threw me for a loop. If you have a thorough hiring process and treat your employees well they won’t run out in a flash. Equally so, if they do leave in a month for whatever reason, be it a better offer, family commitments they cost of those benefits really could not be maximized.
Failing to honor agreements.
I recently dealt with this one personally. You know when the boss makes you a lofty promise when you start to get you excited to start working and then fails to deliver when it is time to. Ford, GM and a number of car companies are guilty of this one too. Offering defined benefit plans and then deciding, later keeping that employee-employer relationship was no longer cool.
The cost defined benefit plans are relative to the return on pension plan assets. It varies with the market. Cost cutting means finding plans that provide more aggressive returns. Not cutting benefits.
This is one of those company policies that no one follows. Having it is more or less being avant-garde than protecting the bottom line. This was designed to protect the company from lawsuits. Lawsuit like the recent Google walk out demonstrates still occur despite the policy. The problem is you can’t define dating.
Is it meeting for a social gathering? That’s every holiday party and water cooler conversation. Even living together is stretch because they both can have their own place and still see each other.
Mileage/expense reports for reimbursements
Requiring expense and mileage reports seems an unnecessary headache. If you make your employee pay out of pocket to attend events on behalf of the company what are you saying about the employee/employer relationship? That employee might as well be working for his or herself. It is the equivalent of a pay cut.
Sure there is a likely reimbursement. All too often one that comes way too late or way short of the expense to make the employee whole. Most of all the cost of using this method is simply time not much money from the company perspective.
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