CHICAGO, March 18, 2018 /PRNewswire/ -- CNA understands
that trustworthy, dependable employees are crucial to small
business' success. While we want to believe that all our employees
are honest and respectful, it's also important to guard against any
problems that can be posed by those who are not.
An employee handbook is essential for sketching out your
expectations for sales associates and defining exactly what
constitutes unacceptable behavior. Being clear with your employees
can help avoid future workplace disputes. Retailers should have
employees sign the handbook as confirmation that they were made
aware of the policies inside. That makes it easier for employers if
they do need to take disciplinary action or move toward
termination. An employee handbook helps set the ground rules. Free
coffee is fine. Free shoes are not fine.
Employee Handbook Basics
The retail employee handbook can cover a range of policies and
expectations, including, but not limited to:
- Hiring and firing
- Punctuality and missed shifts
- Commitment to a drug and alcohol-free workplace
- Maternity policy
- Disability policy
- Vehicle use, especially if employees are making deliveries.
This section can also include the mileage reimbursement policy and
procedures following an accident
- Prohibition of harassment/discrimination
- Use of corporate credit cards (if any employees have access to
them)
- Cash management and financial policies to cover access to cash,
how it is handled and whether a manager or supervisor has to sign
off at the end of a shift
- Computer access and social media guidelines
- Building access who can get into the building and when; no
copying of keys allowed
- Inventory management
If you have more than one location, you cannot police behavior
all the time by yourself. That manager who seems really great when
you're in the store could exhibit less-than-exemplary behavior in
your absence. Employment practices liability insurance may cover
losses arising out of employee disputes where harassment,
discrimination or retaliation may be involved. While employee
handbooks are important, they don't eliminate your exposure to
employment practices liability problems. Business liability
policies generally have a standard exclusion for employment
practices liability exposures, or may offer only limited coverage.
Be sure any policy you consider is adequate to meet the needs of
your retail operation, and includes adequate coverage for
employment practices liability.
As the boss, it's also your responsibility to provide your
employees with safe work conditions and proper training. Even small
retail spaces tend to have a storage space or storage room, so
retailers should be sure to train employees on practices such as
proper lifting and ladder safety. Slips, trips and falls are a
concern not only for your customers, but for your employees. The
retail trade is particularly affected by workplace injuries, with
123,770 incidents that required employee time away from work in
2015, according to the U.S. Bureau of Labor Statistics.
When employees are injured on the job, workers' compensation
insurance offers coverage for medical expenses and wage
replacement. Laws requiring workers' compensation insurance exist
in almost every state, though they can vary in requirements. Going
without workers' compensation coverage could result in penalties
and fines.
Retailers may benefit from working with insurance companies that
offer alternate workers' compensation pay arrangements. Typically
insurance companies require businesses to pay a larger portion of
the workers' compensation premium upfront. If the retailer hires
additional sales associates over the course of the year, the
insurance premium may increase to cover those additional employees,
meaning the owner will owe additional premium at renewal. Some
insurance companies offer workers' compensation in a pay-as-you-go
arrangement, eliminating the requirement for a down payment and
allowing employers to pay for the insurance as they pay their
employees. This can be essential for retail, which is more cyclical
in nature, tending to boost staffing during busy seasons, and
reducing it during lighter times. Under a pay-as-you-go scenario,
if a retailer paid accurately throughout the year, the guesswork
and surprise premium increase should be eliminated.
In today's competitive retail environment, the right procedures
and policies can help position your retail team to do its best
work. Don't let negative employee issues pull your focus away from
your customers. Be sure to work with knowledgeable, experienced
insurance companies that can help you manage these existing risks
and select the right coverages to protect your store.
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SOURCE CNA