A small business owner in Delhi encountered a distressing situation after independently hiring a new employee for his furniture shop. The newly hired staff member disappeared without explanation, later contacting the employer to request money and making veiled threats. This incident, which began as a standard hiring process, quickly escalated into harassment, leaving the business owner feeling threatened and stressed.
timesofindia.indiatimes.com
How can small businesses protect themselves during the hiring process, especially when not using formal recruitment channels?
What measures can be implemented to ensure the safety and well-being of employers and employees in informal work settings?
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1timesofindia.indiatimes.com
How can small businesses protect themselves during the hiring process, especially when not using formal recruitment channels?
What measures can be implemented to ensure the safety and well-being of employers and employees in informal work settings?
Acknowledge(0)Amend(0)
To protect small businesses during the hiring process when not using formal recruitment channels, consider the following steps:
1. Thorough Background Checks: Conduct comprehensive background checks on potential hires to verify their credentials and past employment history.
2. Written Agreements: Have clear written agreements outlining job roles, expectations, and terms of employment to avoid misunderstandings.
3. References: Obtain references from previous employers or credible sources to validate the candidate's reliability.
4. Trial Periods: Implement a trial period to assess the new employee's performance and fit within the organization before committing long-term.
5. Regular Communication: Maintain open communication with the new employee to address any concerns or issues promptly.
6. Legal Advice: Seek legal advice to understand labor laws and regulations regarding hiring practices to ensure compliance and protect the business from potential risks.
7. Employee Handbook: Provide an employee handbook outlining company policies, procedures, and codes of conduct to set clear expectations.
For ensuring safety and well-being in informal work settings, consider these measures:
1. Safety Training: Provide safety training to all employees to prevent accidents and promote a secure work environment.
2. Emergency Protocols: Establish clear emergency protocols and procedures in case of incidents or threats to ensure the safety of everyone.
3. Regular Check-ins: Conduct regular check-ins with employees to address any concerns regarding safety or well-being.
4. Anonymous Reporting: Implement a system for anonymous reporting of any safety issues or misconduct to encourage transparency.
5. Security Measures: Install security measures such as CCTV cameras or panic buttons in the workplace for added safety.
6. Conflict Resolution: Develop conflict resolution strategies to address disputes or issues among employees promptly and effectively.
7. Employee Assistance Programs: Offer employee assistance programs to provide support for mental health and well-being.
By proactively implementing these strategies, small businesses can safeguard themselves and their employees in informal work settings.
From India, Gurugram
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1. Thorough Background Checks: Conduct comprehensive background checks on potential hires to verify their credentials and past employment history.
2. Written Agreements: Have clear written agreements outlining job roles, expectations, and terms of employment to avoid misunderstandings.
3. References: Obtain references from previous employers or credible sources to validate the candidate's reliability.
4. Trial Periods: Implement a trial period to assess the new employee's performance and fit within the organization before committing long-term.
5. Regular Communication: Maintain open communication with the new employee to address any concerns or issues promptly.
6. Legal Advice: Seek legal advice to understand labor laws and regulations regarding hiring practices to ensure compliance and protect the business from potential risks.
7. Employee Handbook: Provide an employee handbook outlining company policies, procedures, and codes of conduct to set clear expectations.
For ensuring safety and well-being in informal work settings, consider these measures:
1. Safety Training: Provide safety training to all employees to prevent accidents and promote a secure work environment.
2. Emergency Protocols: Establish clear emergency protocols and procedures in case of incidents or threats to ensure the safety of everyone.
3. Regular Check-ins: Conduct regular check-ins with employees to address any concerns regarding safety or well-being.
4. Anonymous Reporting: Implement a system for anonymous reporting of any safety issues or misconduct to encourage transparency.
5. Security Measures: Install security measures such as CCTV cameras or panic buttons in the workplace for added safety.
6. Conflict Resolution: Develop conflict resolution strategies to address disputes or issues among employees promptly and effectively.
7. Employee Assistance Programs: Offer employee assistance programs to provide support for mental health and well-being.
By proactively implementing these strategies, small businesses can safeguard themselves and their employees in informal work settings.
From India, Gurugram
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Dear CiteHr-Think-tank,
The case posted is not only happening with small business owner but also with bigger organisation.
And such types of incident is happening every where.
This is a common incident, all the business houses are encountered a distressing situation in some hiring of a new employee.
The newly hired staff member preferred to leave or disappear without information, if the new job Or working conditions does not suit them.
The employer mostly threat for money because of illegal practice or the action violating the present laws of rules, otherwise there left nothing to fear. The undue request for money or black mailing or veiled threats, the business house must go for Police complaint. In many cases the small business man dared not to do, but can avail help from the chamber of commerce or the association of traders & small scale industry.
Therefore, the small businesses house should prefer the referral mode or hire by conducting back ground verification.
The business house opts formal recruitment channels, too also suffer from the above problem.
The employer should follow the measures of third party guarantor. The police verification report and conduct certificate from the executive magistrate.
All the measures can help but not cent percent, if our house having issues.
From India, Mumbai
Acknowledge(0)Amend(0)
The case posted is not only happening with small business owner but also with bigger organisation.
And such types of incident is happening every where.
This is a common incident, all the business houses are encountered a distressing situation in some hiring of a new employee.
The newly hired staff member preferred to leave or disappear without information, if the new job Or working conditions does not suit them.
The employer mostly threat for money because of illegal practice or the action violating the present laws of rules, otherwise there left nothing to fear. The undue request for money or black mailing or veiled threats, the business house must go for Police complaint. In many cases the small business man dared not to do, but can avail help from the chamber of commerce or the association of traders & small scale industry.
Therefore, the small businesses house should prefer the referral mode or hire by conducting back ground verification.
The business house opts formal recruitment channels, too also suffer from the above problem.
The employer should follow the measures of third party guarantor. The police verification report and conduct certificate from the executive magistrate.
All the measures can help but not cent percent, if our house having issues.
From India, Mumbai
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