8 Ways Bussinesses Could Leave You Needing a Lawyer

8 Ways Bussinesses Could Leave You Needing a Lawyer


8 Ways Bussinesses Could Leave You  Needing a Lawyer


Every company is an entity with its own legal policies and regulations that govern how it conducts itself, the way it interacts with customers, employees and suppliers, etc. It can be difficult for all parties to understand these processes and rules, making them a liability to both you (the customer) and your business. An experienced lawyer can reduce risk and minimize potential lawsuits when dealing with this complex process.

The following are some ways in which businesses could leave their employees or clients needing one:

1. Failure To Communicate Company Policies & Procedures

Company Policies & Procedures

Employees should know their role at work and what they’re required to do, in order to perform effectively and within reasonable limits. They should also know what procedures they need to follow when entering certain facilities. If not, then any problems associated with entering these areas will have the potential of leaving individuals with severe injuries or even death.

In addition, failing to communicate company policies & procedures can also put customers at risk since they may assume that employees aren’t aware of current laws or standards. As soon as something goes wrong in their area, they may file a claim against the employee without knowing the full extent of the damage. This type of communication failure can lead to severe consequences and serious damages to both entities.

2. Unusual Work Hours

Unusual Work Hours

Most companies have specific hours for each employee, so there shouldn’t be any problem if someone doesn’t adhere to those working schedules. However, if workers are late or absent for more than 10-15 minutes, they can potentially cause damage to sensitive equipment or information, as well as make others feel uncomfortable and vulnerable. In terms of time spent outside of normal duties, the employer has probably been working overtime.

Unusual hours may include long breaks between tasks to eat lunch or go to different rooms during night shift, but all other aspects fall under regular business hours, which must be followed by everyone. Not taking proper care of equipment can result in physical harm to your property and also may cause other risks such as losing valuable data or causing accidents. These practices show negligence on the part of management and might put your reputation at risk. The best course is always to deal directly with the company’s CEO, HR manager or supervisor about these issues.

3. Lack Of Personal Responsibility

Personal Responsibility

A significant amount of the blame for any given incident lies with the people who were responsible for providing the necessary space to conduct the job. Even though the worker wasn’t present for longer periods of time than was reasonably expected, it remains their responsibility to ensure that they take adequate precautions to prevent accidents and protect themselves from injury or damage to anything. Employees don’t always have access to a phone and they may not be at fault. That’s why employers need to have clear guidelines for behavior within the workplace, to avoid any issues with safety or health.

4. Employer Ignoring Laws Applicable To Minimum Working Conditions

Employer Ignoring Laws

For instance, the federal Fair Labor Standards Act requires every employer to pay workers the minimum wage, in return for services they provide, including overtime. When employees ask for overtime, the business needs to agree to accept it based on the law, which includes payment up front. Therefore, if an employer does not pay at least the minimum level of wages, then they must pay this amount out-of-pocket. Most businesses simply cannot afford to incur large expenses resulting from the loss of revenue, because it negatively affects the bottom line. So employers must offer the lowest possible salary rates and/or provide overtime compensation on demand, which won't cause monetary trouble for the organization.

5. Non-Compliance With State And Federal Regulations Regarding Business Practices

Non-Compliance With State And Federal

While most states have laws regarding non-payment of fines if somebody violates state labor laws, employers must observe these same rules when interacting with their employees. Violating laws related to public intoxication, improper use of drugs or alcohol, harassment or sexual assault are common reasons for termination of employment. Depending upon the nature of the violation, the penalties may vary greatly. For example, failing to maintain a safe guard around people that is intoxicated leads to financial losses and legal repercussions. At times, an arrest after an encounter while drunk can have far reaching implications. Lastly, a case can be filed regarding non-compliance with mandatory drug testing regulations, which could result in jail time for both the person and the employer.

6. Poor Communication Practices

Poor Communication Practices

Communication plays a crucial role in building and maintaining relationships, whether it is with coworkers, customers or shareholders. Many organizations have set rules and expectations which include the importance of timely and accurate responses to emails, texts, phone calls, text messages and emails, etc. Each company has their unique system of communicating with its staff members, which is either internal or external. Internal communications consist of daily meetings, memos, email alerts, quarterly reports and team newsletters, whereas external ones include sales documents, investor presentations and product descriptions that are distributed online. While managers should keep track of these types of communications, they aren’t legally obligated to check for accuracy.

They are required to make sure that this communication is consistent with existing policies, norms and ethical decision-making in the organization (through policies, contracts, manuals, etc.). Since the employees are acting on behalf of the owners, these communications need to comply with these laws within the appropriate timeframe. Because of this, supervisors and human resources representatives must constantly remind employees that certain things should not go forward unless they are absolutely necessary and there isn’t another reason for doing so.

7. Illegal Activities And Negligent Actions

Illegal Activities

Any work that falls outside of acceptable standards, regardless of how insignificant or insignificant, can create issues for the business as a whole. Any activities that are prohibited by the relevant localities may result in negative publicity which could result in litigation and even criminal charges if an individual is found guilty. Some examples of illegal actions include selling firearms outside of permitted locations or engaging in illegal gambling. Such acts may appear extremely minor to outsiders, but inside the company, it can present major issues for the business. Without legal representation, these individuals can face huge financial losses as well as suffer legal repercussions from being convicted. Even if employees do nothing to violate laws related to security at work, the fact still remains that someone may decide to break into a secure facility just to see what other people are doing in there. Even if there isn’t actual evidence or wrongdoing, a lack of supervision could lead to an employee using unauthorized technology to gain entry or break in and steal important business data.

8. Conflict Situations

Illegal Activities

If everyone in an organization has conflicting interests, there must be a way to handle conflicts without resorting to illegal or negligent action. One way of handling situations where one group feels left out is to consider mediation or arbitration, but there should be clear and enforceable rules and regulations in place. Otherwise, conflict will continue until one party realizes the error and makes changes to solve the situation in the quickest method possible. If a disagreement is ongoing and is affecting the overall operations of the organization, it’s often best for the top management and board of directors to intervene instead of remaining silent and allowing the conflict to fester. After all, it’s much easier to change the minds of one side than two separate institutions or departments.

Post a Comment

Post a Comment (0)
To Top