Guident Newsletter – March 2017 – Issue 11

How do you build loyalty in your organization?  One morning Jake came into my office.  He sat down and with a serious look on his face said, “Gary you’re going to have to fire me.”  Of course, “I asked why?”  We had just purchased the company and when you do that you get, “the good, the bad, and the ugly” of the old company.  Jake was definitely part of the good.  He was a certified welder, trained in the military, and a genuinely nice guy. He said that he would not be able to pass the drug test.  We did pre-employment drug testing but did not do it for employees who came into our company through acquisition.  We did do random drug testing and Jake was certain when his number came up he would not pass.  I asked him, “Do you want to leave the company?”  He emphatically said no, but what were his choices.   He knew that everyone was subject to the random drug testing, even the owners, so he was certain we would not make exceptions.  He was right. But in my mind, we did have some options if Jake was willing to comply with certain rules.  […]

Guident Newsletter – August 2016 – Issue 4

People and Aluminum are different, Go Figure! A few years ago I was coaching an owner of a fabrication business.  He is one of the smartest people I know, and a very talented fabricator of aluminum products.  I watched as he created precision bends and welds on the materials he used in his trade.  He had a very good business but he did have a challenge with keeping good people.  I was hired to help him understand why he had such high turnover rates, which as you know costs organizations time and money. One day I witnessed him speaking harshly to an employee.  After the fact we talked about what spurred his emotions with that individual.  In fact, I was told by other employees of the firm that this type of behavior from “The Boss” was common place and was one of the main reasons people left the company.  The owner explained how frustrated he was that he had to tell his people again and again before they understood what he wanted on the fabrication floor. I asked him to bring me a piece of scrap aluminum, which he did.  It was approximately a foot by a foot square.  I […]

Guident Business Newsletter – Feb. 2013 – Issue 2

Employment-At-Will Status “A verbal contract isn’t worth the paper it’s written on.” -Samuel Goldwyn An “Employment-At-Will” statement helps your employees and anyone outside of your organization understand that employment with your company is voluntarily entered into by both the employee and the company. Employees are free to resign at any time and the company may terminate any employee at any time, with or without cause. That does not pertain if your company has a union contract and you are operating under that contract. It is important to establish this understanding within your organization’s employee handbook. Some organizations will use the term “employee handbook” and others will will use the term “employee manual.” I prefer the term “employee handbook” because in some instances the courts have tried to argue the term “manual” relates to having a contract. It will be important for your employees to understand that policies found within your company’s employee handbook are not intended to create a contract. Ensure they understand by beginning your employee handbook with your Employment-At-Will statement and by putting in writing that policies found within the employee handbook are not to be construed as a contractual obligation of any kind or to create a […]