There are a number of no-cost governmental accurate technical assistance resources available to us. Additionally, I recommend that any of us involved in decisions related to discipline, demotion, probation, termination, or the investigation of harassment, discrimination, or retaliation complaints attend formal training on these issues.
Some examples of employer conduct which violate the NLRA are: Writing an Announcement Memo Announcement memos are shorter than problem memos, in that no action is required by your boss. Additionally, I recommend that any of us involved in decisions related to discipline, demotion, probation, termination, safety and health, or the investigation of harassment, discrimination, or retaliation complaints attend formal training on these issues.
SHRM will help keep me and us credibly informed of any changes.
Include a call to action in your memo and close with an easily-performed action. Janice Summerline joined the accounting department as manager of accounts receivable.
Additionally, I recommend that all Company employees involved in communications with Union attend formal training related compliance issues.
Cody indicates we can address the issue by hiring an additional staffer, pushing back delivery times by 24 hours, or by going back to the old tracking system. Unless you have an objection, I will draft a sample policy for your review.
I know we share a commitment to prevent liability exposure for Company as well as personal liability exposure. Memos also allow the incoming manager to: My membership in SHRM provides free information, white papers, case-law information, and research capabilities along with toolkits for how to best handle union-related issues.
I will follow this memo up with a list of quality upcoming available trainings in our area or via webinar. If you would like to review the Web site, the address is: While workplace bullying is completely legal in the United States, it has been cited by the FBI as a precursor to and risk factor for workplace violence; for more information please see: Your Supervisor Include any others on this list to whom this memo should be addressed.
This leaves little open to interpretation or confusion. It is my observation that Company does in fact have a workplace-bullying problem. We share a strong commitment to prevent liability exposure for Company and for ourselves personally.
The company growth spurt means you must choose a new way to get the word out. This policy would also support a code of conduct and an anti-bullying policy, thus reinforcing a psychologically, emotionally, and physically safe workplace for all employees.
Moving forward, I recommend that we consider implementing a decision-making protocol that will include technical assistance consultation from no-cost government or SHRM resources to prevent errors in the future. Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and seek technical assistance to ensure that we at Company have not made any errors in violation of the NLRA.
Your Supervisor s Include any others on this list to whom this memo should be addressed. Back then, you could probe everyone for understanding and adjust the message before rumors took root.
Additionally, I know we share an awareness of the importance of precedent in our decision-making processes and our handling of union-related issues in a legally complaint manner. My membership in SHRM provides free information, white papers, case-law information, and research capabilities along with toolkits for how to best handle union and related issues.
If anyone had any questions, they got the answer on the spot. List any other relevant departments. Please be sure to spell out the acronym the first time you use it in any communication with an employee. Memos help you introduce the new boss while saying goodbye to the old one.
I recommend that we use these resources in the future to ensure legally compliant decision-making processes related to union issues: I will forward those to you regularly as needed. Talking face-to-face meant that everyone got the same message at the same time.
For example, in the above examples, does the boss need to have information such as the cost of warehouse overtime, or what it means to the corporate operating budget?
Also, keep it short. I would be happy to design and present this training, which would simply explain the differences between each example of healthy and unhealthy humor and elaborate upon the many ways in which unhealthy humor is destructive at the workplace.Writing a memo to your boss can be a challenging task.
This is an opportunity for you to write to your boss about a specific subject that you feel needs to be addressed. Sample Memos for Workplace Issues. From the book: (You may also want to have your attorney write a companion letter on his or her letterhead for you from him or her alleging the same things.) I will draft a sample policy for your review.
SAMPLE MEMO REGARDING (COMPANY)’S COMPLIANCE WITH THE NLRA. Jun 27, · The fewer words you use in your memo, the more likely everyone will understand what you wish to convey.
Include a call to action in your memo and close with an easily-performed action. Tip. Mar 23, · There may be occasions when it’s appropriate to write a memo or a brief, succinct message to your boss. Depending on your internal corporate protocols, the memo may be formatted and sent via email, or you may craft a traditional format in a document to be used as a printed distribution or an email attachment.
No matter what your job, you will need to correspond professionally with your boss, colleagues, and/or your employees. Sometimes this will involve sending a physical letter.
Sample Memo to Boss. To: Joe Campos, VP of Sales From: Kate Chaplain, Senior Sales Associate Date: April 5, Subject: Quarterly Review Mr. Campos, I’ve attached my quarterly review report to this email, but I also wanted to quickly discuss the trends I’ve noticed in our sales data over the past few months.Download