- Look under the hood before buying. Always conduct reference checks before making a new hire. For current employees, it is essential make arrangements to review the employee's permanent personnel file prior to making an offer.
- Probationary Period- Use it or lose it! This is your best opportunity to review and evaluate a new employee's ability to be successful in the position.
- Consistency is essential. Strive to treat all your employees the same with regard to expectations, privileges, and exceptions.
- You get what you reward. Acknowledge and reward good performance. Don't limit your feedback to criticism and corrections.
- No good deed goes unpunished. If we had a nickel for every supervisor or manager who thought she was doing the right thing by tolerating or minimizing employee problems.
- Walk the walk. If you expect good attendance, performance and conduct from your employees, make sure that your attendance, performance and conduct sets the example.
- Put the value back in evaluations. Performance Evaluations should be viewed as an important management communication tool.
- How did this molehill become a mountain? Call us for help early on, when the problem is simple and easily corrected. Employee problems rarely get better on their own.
- Whatever happened to Employee Jane? Occasionally employees are absent fro extended periods of time and/or fail to provide sufficient medical documentation for their leave. We can help you resolve the situation appropriately.
- A-B-C, 1-2-3, can somebody help me? Don't overlook the alphabet soup of policies that protect employees, e.g. FMLA, ADA, CFRA, ESL, PDL, FLSA. We can help you navigate the soup.
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Employer 
TH
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