You’re hiring a new employee. Are you well protected?
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October 2017, by Chantal Fillion

You’re hiring a new employee. Are you well protected?

You’re hiring a new employee. Are you well protected?

Good managers should always protect themselves against mistakes that a new employee might make. In order to protect yourself and your new employee, it’s essential that you stay focused on your role as manager and supervisor. It’s in your best interests to place importance to your new employee’s level of commitment in your company. You should also make sure you provide a safe working environment. This will protect your company and your reputation as an employer, and save you time and money.

What do you know about your applicant?

Pre-employment checks will help you find the ideal person who will meet job requirements. Before taking this step, ensure that you have written authorization from the applicant to seek referrals from former employers (at least 2). Make sure you see a valid ID card and your applicant’s diplomas, and validate the authenticity of these documents. Social media research is also a good way to learn more about the individual. If travel is required within the scope of the individual’s duties, we recommend you check of the status of the applicant’s driver’s licence and passport. Also, if you allocate a budget that is to be managed by the employee, a credit survey is strongly recommended to check creditworthiness and level of responsibility.

Do you have the right tools to protect yourself?

If you haven’t already done so, ask key people in your company to list all possible risks that may arise in the course of the job being filled. If you already have this information, make sure it’s up to date before filling the job. Examples of possible risks include computer or financial fraud, theft of important equipment, the presence of asbestos or hazardous materials in certain sectors of your company. Build or adjust the required tools. Write and distribute clear and specific procedures. Plan and schedule regular meetings with employees. Work with your employees to develop a workplace-specific prevention program and allow your employees to receive specialized training as part of their duties. Ensure you have good protection by establishing a compulsory medical check-up for each new employee as well as safety training adapted to each position.

Finally, in order to be as secure as possible and to help you obtain adequate protection, you should be aware of labour standards and the Civil Code, and make sure you have access to good legal advisors who specialize in labour law. Also, remember to clearly identify and stipulate the particular and non-competition clauses on the employment contract. In other words, employees need to know their obligations to their future employer. This is the best way to reduce the risk of complaints against you.