The vast majority of contractors and construction management professionals would rather work on their projects and make certain they meet their deadline than spend their time creating an employee handbook with workplace policies. That’s why many leaders in the construction industry partner with a Jacksonville construction attorney. This way the contractor can focus on their projects knowing that other important workplace aspects, including the drafting of contracts, is being handled by an experienced attorney
In this five-part article, the Jacksonville construction attorneys at Cotney Construction Law will discuss one workplace policy that is either loved or hated: the “zero-tolerance” policy. In this section, we will discuss the pros and cons of instituting an “automatic punishment” policy into your employment contracts.
The Problems With Zero-Tolerance Policies
Zero-tolerance is defined as the automatic punishment of an employee that is in serious violation of company rules. In other words, if a worker breaches this company policy, they will be immediately terminated from their position. Some critics believe that a zero-tolerance policy is shortsighted and fails to provide management with the ability to evaluate the personal or extenuating circumstances related to an incident. Further, what one person may consider egregious, another may not consider to be a serious violation.
Some critics feel that when there is a “one size fits all” mentality regarding a specific policy, the end result is that in some cases a worker may be dealt a harsh punishment for a violation that should not have been deemed a serious offense.
Why Zero-Tolerance Policies Are Necessary
Although zero-tolerance policies are often perceived as a negative or even an autocratic way of making important management decisions, for serious offenses, zero-tolerance is an effective way of establishing that certain actions will not be tolerated in the workplace. Although it’s nice to give employees a second chance if they have a favorable employment history, the reality of the situation is that some offenses are not worthy of a second chance.
In sections two, three, four, and five, a Jacksonville construction attorney will offer some advice on how to conduct an investigation when there’s misconduct and the types of violations that may result in the immediate termination of a construction employee.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.