SportsTurf provides current, practical and technical content on issues relevant to sports turf managers, including facilities managers. Most readers are athletic field managers from the professional level through parks and recreation, universities.
Issue link: https://read.dmtmag.com/i/183915
Statements like, "HR/management is really cracking down on lunch breaks, accurate time sheets, (insert your favorite scenario here). Even though we've done something different in the past, HR wants it done by the book from now on." Provide copies of the policy from the employee handbook for backup; yes, your employees were given a copy of their handbook/have access online, but the chances that they've read it or even know where it's located are slim at best. The secret to getting along with HR? Follow the rules that have been set. Easier said than done and irritating no doubt when trying to manage your department the way you want. But rules and policies are not established to give HR something to do (although I'm sure many of you suspect this to be true); they are established because somewhere, at sometime, there has been a problem with employees in this area (employees working through lunch breaks, falsifying time cards, etc.) or because there is a state or federal law that will cause big problems for the company if they are not followed correctly. Think of the multitude of laws/policies established for our society on paying/filing taxes, traffic/driving, and "playing nicely with others." Laws weren't established for something for lawmakers to do (although again it's easy to sometimes think so), they were established because someone didn't pay their taxes; didn't stop for a red light, or didn't respect someone's boundaries by punching him in the nose. HR policies and societal laws are established because at sometime, somewhere, someone "wasn't playing nicely in the sandbox." are always held to a different standard than employees. A manager violating a company policy is always more visible simply because employees are watching their every move. And while an employee may be all in favor of one rule bent on their behalf, don't ever underestimate how quickly they'll turn on you if they feel they have been "jilted" on another rule not strictly followed. Treating employees consistently by company rules and policies not only allows you to stay at peace with HR, but limits liabilities for you and your organization in the future. n USE THE HANDBOOK! Get familiar with your company policies/handbook. If you've already read it, read it again. If you don't understand a specific policy, get with HR or management for clarification on why this policy exists and how it applies to your situation. HR is always more willing and appreciative to working with a manager/supervisor before a problem exists than after a violation/lawsuit has occurred. The truth is managers and supervisors Carole Daily is the wife of Darian Daily, head groundskeeper for the Cincinnati Bengals. They have two children, Peyton, and Will, and live in Independence, KY. Carole graduated from Harding University with a BS in Human Resource Management. She has more than 15 years in the Human Resource industry in factions such as retail, corporate, manufacturing, and consulting. She enjoys all aspects of writing and specializes in business communications. has gone mobile! Now you can access all the latest news and events anywhere, anytime. Simply visit www.sportsturfonline.com/mobile4 to stay connected. www.stma.org SportsTurf 23