First of all, I never thought I'd see the day where I'd use the word "cannabis" in one of my blog posts, let alone, the first word in the subject line. But yet, here we are. In Canada. Where consuming pot will be legal on October 17, 2018. Are your policies up to date on cannabis use on or off the workplace?
How effective is 'zero tolerance'? Well likely only as effective as a company allows it to be. 1) Should it be part of a company's policies? 2) How believable is it? 3) Should it be removed altogether?
The short answer is, keep it simple! Nothing draws the audible release of the breath of dread more than pages and pages of text riddled with big long sentences. Let's face it, nobody gets excited about reading pages upon pages of hard to understand policies. Yet company policies tend to live in their own world of expectation and apprehension. They live somewhere on a company's intranet, nobody knows where. Everyone has seen them at least once, but couldn't recite any content. Yet they are very important for a company to have.
In today's world of 'social media everything', a frustrated ex-employee can do a lot of damage to a company's reputation after leaving. When a really good employee decides to move on, well that's part of business, even if it really sucks! But you want to make sure that an employee's experience right up to their last day is nothing but positive. This is how a company culture thrives when employees decide to move on. There are right and wrong ways to handle an employee who has resigned. Managers are going to face employee resignations sooner or later, so it's best to have the most professional, and honorable approach when it does happen.
I'm not even sure how to start this post, because it seems very random. So let's just dive in and see where we go. #metoo is a voice for many sexual assault victims to break their silence about their own personal experiences.
Why are some companies so reluctant to change from one vendor to another? Especially when the existing vendor makes a company feel nothing but frustration? The biggest culprit is likely fear. Fear of the unknown. Fear of the work involved in moving from one vendor to another. Fear of 'what if we made the wrong decision'? But in the back of your mind, and in the interest of the company, you are coming to the conclusion that your organization needs to start looking for a better alternative to manage your ethics hotline. But that ol' fear kicks in!