Any new policies or changes to existing policies that may affect an employee within the company must be communicated clearly and promptly in writing. For instance, if internet or email usage is being monitored on employee computers, the HR department must make employees aware of this. Failure to be explicit about company policies can lead to employees who feel disrespected or make the most of the confusion to game the system. You may also nd yourself without a legal leg to stand on when it comes time to let an employee go for failure to adhere to company policies.

1 Failure to communicate

Employees have a variety of needs and unique situations. They may be in the military, have a disability, or they may be pregnant. It falls to the HR department to understand the company’s legal and ethical responsibilities when it comes to accommodating the specic needs of every employee. Failure to do so may result in employees taking legal action. But even if you don’t reach this worst-case scenario, you’ll have a more productive workforce when they feel their needs are being met – and see the needs of their colleagues being met, as well.

2 Failure to accommodate a specific need

This is an area in which many small businesses fall short. It’s too easy to be casual about records, or to trust that employees will not access records they are not authorized to see. But the HR department (or designated employee) is responsible for maintaining condential information about every employee in the company. All important documents must be led and kept in a secure (yes, we mean locked) location that is accessible only to authorized staff. Any medical documents necessary for benets records should be stored separately from the rest of the personnel les. All les should be well-organized and easily located by authorized staff.

3 Failure to ensure privacy of employee records

Failure to post an accurate job descriptionThis mistake occurs before you even contract with an employee. Your job description should be detailed and accurate. This includes the responsibilities, salary, and benets available. Not only do poor job descriptions discourage high-quality candidates from applying, job descriptions that are judged to be misleading or discriminatory may incur legal repercussions.

4

Here are the four worst mistakes your HR department can make:

According to an Aac Workforces Report conducted in early 2012, 45% of employees said their HR department communicates too little about their benets. Why does this matter? The study also shows that these employees are nearly twice as likely to leave their job within the next 12 months.

Failure to implement appropriate HR policies and procedures can lead not only to high rates of employee turnover, but possible legal repercussions as well. This is a special challenge for smaller businesses with no distinct HR department. However, it is the company’s responsibility to be aware of all legal requirements and best HR practices. Be sure you have a designated employee responsible for understanding and implementing all relevant policies and procedures.

Are You Making the 4 Worst HR Mistakes?

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