Optical Lab Products

MAR 2014

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march 2014 3 totallyoptical.com GOULD ON LABOR OPINIONS tion, demotion, or poor performance evaluation, and how they choose to discuss such decisions with others, if at all, are often just as, if not more important, than the decision itself. There are no secrets to effec- tively managing employees, or to having employees that genuinely enjoy coming to work on a daily basis. Some say the basis is in ef- fective hiring—that it starts with making informed decisions about who to hire. Some believe the key is employee perks, increased compensation, fexible schedul- ing. Pundits point to studies that show job satisfaction is less about what you are given and more about things like respect and dignity. But for my money, it is about knowing and understanding the rules of the game—about treating employees fairly, and with dignity and respect, and sticking to those rules. I have enjoyed sharing with you my thoughts and opinions about employment law issues. But, I have decided it is now time to let others share their insights with you. I thank you for the opportunity and I am forever grateful. Rules of the Game BY ANDREW GOULD, ESQ. I FIRST BEGAN the "Gould on Labor" series in 2007. It's funny how many things in the employment law universe have both changed and remained the same over the past seven years. The message of the inaugural installment, "Em- ployee Handbooks: A Must For All Companies," remains true to- day—handbooks are not mandated but, if written effectively, always serve an employer's best interests. Subsequent installments, such as "Document, Document, Docu- ment—Three Keys to Effective Personnel Management" and "Ter- mination Checklist—Considerations When Deciding Whether to Fire An Employee" have similar, universally well-grounded messages. These are that employees, whether they serve as receptionists, lab technicians, or senior executives, all come to the workforce with certain expectations about the rules of the game: being treated fairly, with respect (though some may not always deserve it), and like an adult. Not everyone follows the rules. Sometimes it is the employer who makes a rash, albeit justifed, termination decision and summar- ily escorts the individual off the work site. Sometimes the employee violates the rules—failing to notify his supervisor that he will be leav- ing work early, raising her voice at a customer, or disparaging a co- worker. Regardless of the situation, employers must understand that how they make a decision, how they notify an employee of a termina- This column is not considered legal advice but solely the opinion of the author. Andrew M. Gould is a labor and employment attorney board certifed by the Texas Board of Legal Specialization and a partner with the law frm of Wick Phillips Gould & Martin LLP. You can email him at andrew.gould@wickphillips.com. OLP.Mar2014.indd 3 2/24/14 3:49 PM

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