Working for a sloppily run business — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
Q. I work at a software firm in San Francisco. It’s supposedly a hip company, but I’m fed up. I was promised a performance review every six months, but after 14 months I’m still waiting. And when I asked for leave to be with my wife when she had a baby, the company’s personnel person said, “We may have to dock your pay. I’ll get back to you.” She never did. The company’s CEO keeps saying that we’re in an industry with no accepted business model. But is that an excuse for running a sloppy business?
A. No. A high-tech firm must still follow employment laws and treat its employees fairly.
For example, the Family and Medical Leave Act gives qualified employees whose firms employ 50 or more people up to 12 weeks of unpaid leave for the birth or adoption of a child. But beyond complying with employment laws, an employer should maintain fair, consistent policies and keep its promises.
If you feel that your bosses are too disorganized, give them a chance to shape up. Discuss your concerns with your manager and propose specific solutions, such as devising a schedule in which every employee gets a performance appraisal twice a year. Maybe you can design a software program or a simple tracking system to help your bosses follow through. Anything you can do to help implement your suggestions increases the likelihood that you’ll be listened to.
The legal and financial risks of mishandling employee expense reimbursements have spiked in recent years. And the IRS is in the middle of a wide-ranging audit crackdown on employment-tax issues. Would your books survive an IRS spot-check?...Click here to find out more.