If your company hires both paid and volunteers because of their projects, you must follow these tips for better HR and Volunteers safety management. This will help you in the risk management activities related to your staff. The first and most important part of risk management is that, you have to know the caliber of your paid volunteers and personnel. You’ll want a complete record of your workers according with their capabilities and their role in the business.
Make it sure you have a whole job explanation for your paid personnel in written form. This working job explanation must support the information and regular status of your worker. Volunteer’s duties and role should be defined according to agreement. A volunteer can’t claim any reward according to common agreements. In case your employee wants to be always a volunteer then this agreement has a great importance, because it creates a real variation between its volunteer and work services.
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According to the agreement the person’s volunteer services will be totally separate from his/ her work services. Your worker will give you a complete assurance that his/her volunteer services will not have an effect on his/ her work. Online certificate in risk management, gives comprehensive information for managing risks related to staff. When documenting the plans for employees and volunteers, write the plans within a handbook or manual don’t.
Some organizations document such policies in one manual which is unsafe and unprofessional. A worker handbook should prepare yourself and designated to employees only. Another handbook of volunteers will contain volunteer’s policies and you will be distributed to volunteers only. While developing policies keep in mind that there must be minimum overlap of both policies, policies related to basic safety especially.
For those volunteers who are paid employees too, must be enlisted in both handbooks plus they should be supervised according to their relevant services. Keep a whole record of working hours of your paid employees and their working hours as a volunteer. Never disregard this because an employee who is working as a volunteer too following its regular working time can state for the working hours as a volunteer. So it’s the employer responsibility to have a complete record of such employees.
Always retain in the brain that your compensation practices are regarding Fair Labor Standard Act (FLSA). So never compensate your non-exempt workers against the regulations and rules of FLSA. Sometimes exempt employees to work beyond their working hour but these working hours are not regarded as non-exempt working hour for your company, but these working hours are considered as overtime for your worker. So be clear about the exempt working hours and non-exempt working hours of your employees.