71–80 of 92 posts
Wow, what a dumb document to publish. Anyone not hired or fired from this place will have a field day with this. "Also, it is a place where the guys frequently use the women’s bathroom." Sounds like a really creepy place to work.
This ties into trans* acceptance as well. Basically, don't dismiss it as too crazy of an idea.
Ridiculous.
This works out fine till you get that one employee who screws it up for everyone else. It really works when you have people who love working a lot, and those who don't have other "distractions" (marriage, kids etc,). A company should definitely have a vacation policy, if it doesn't it is doing injustice to employees who work hard.
Let's say Omar is a hard working guy doesn't take a lot of vacation, and Jack is a guy who loves taking vacations ( and sometimes takes too many vacations ), If both these guys are equally capable and have the same efficiency, Omar is the guy who contributes more to the company. Without a clear guideline from the hand book, Omar doesn't know how much time he can spend on vacations and so does Jack, but they both assume that whatever they are doing is right, and whatever the other guy is doing is going overboard. Giving a little thought to the vacation policy can help you a lot in these areas, Once you do have a vacation policy there is no misunderstanding everyone knows what they are doing.
The "vacation policy" ultimately gets changed when people take undue advantage of it, or people get fired for taking too many vacations, but not transparently. The management will say, oh, your results are below average, blah blah blah....
That being said, it looks very pretty.
I like this as a document. One thing to remember though: an Employee Handbook has legal status. It's usually the primary vector that companies use to establish policies. For instance, the Zaarly handbook doesn't mention discrimination at all (except to tell employees to expect the men to use the women's restroom --- w.t.f.?!). If you're going to do something like this --- and I'm not saying you shouldn't --- have a b…
an Employee Handbook has legal status -- I'd be wary of this generalization. It is more the opposite. If that makes sense.
Really beautiful site.
Didn't anyone check the weird scss compiler comments yet? http://handbook.zaarly.com/stylesheets/style.css
Earlier quoted context omitted.
an Employee Handbook has legal status -- I'd be wary of this generalization. It is more the opposite. If that makes sense.
The original statement is generally correct. Employee handbooks don't have contractual status (i.e. they can be amended at the company's discretion) but do have legal status insofar as employee's will be expected and, in most cases be contractually bound, to abide by the terms of the handbook.
>If you want to coast, we recommend you apply for a job at Craigslist Catty much? Amusing assertion given that Jeremy Zawodny works there.
Clicking on the link, I believe they mean "use Craigslist to apply for a job elsewhere". It's hard to believe anyone would bag on Craigslist itself as a model of efficiency; If you were to chart number of uniques per day against number of employees, I doubt anyone is within an order of magnitude (or two, or three) of Craigslist.
I think this misses the point of an employee handbook completely. Its meant for when things go wrong... employees are not looking at any company handbook on a day to day basis to figure out how the company runs and how they should act. They only crack it open when shit hits the fan and they need to know what to do... - Think one of your co-workers is not performing up to par - might want to consult the employee handb…
At Pivotal we have an e-mail alias for making any kind of request that will get routed to the right person and dealt with/responded to quickly. No guesswork required, no flipping through an employee handbook.
There's also a person everyone gets assigned that they can go to at any time with questions about how to enter their time, what to do about a bad situation at work, or whatever else they want to talk about.
There should always be a person available, not (just) an employee handbook.