BESTCHOICEPRODUCTS.COM MANAGER PORTAL
Welcome the the BestChoiceProducts.com Manager Portal. This portal is intended to provide you with important Company information, policies, procedures, practices, training, and documentation to assist you with better managing your employees. Additionally, it is an online tool for reporting important information to your HR team. You will find the various topics covered, links to initiate actions, report, notify or request immediately below, and important information about the individual topics below.
Welcome the the BestChoiceProducts.com Manager Portal. This portal is intended to provide you with important Company information, policies, procedures, practices, training, and documentation to assist you with better managing your employees. Additionally, it is an online tool for reporting important information to your HR team. You will find the various topics covered, links to initiate actions, report, notify or request immediately below, and important information about the individual topics below.
IMPORTANT NOTICES
ALL members of management, from Lead to President and CEO, are required to complete the AB 1825/2053 Training. This is a 2 hour online training course and can be started, stopped and restarted as necessary. All members of management must complete this training no later than April 20, 2016. To get started, please follow this link Supervisor Sexual Harassment Training.
Click Here to Access Manager HR Forms
Links for Manager Actions
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Click here if you need to to post a job to hire a new employee or replace an employee [JOB REQUISITION]
Click here if you would like to have an Offer of Employment drafted for a candidate [REQUEST FOR OFFER LETTER] Click here to provide notice of an employee's change in department, title, or wages [NOTICE OF EMPLOYEE CHANGES] Click here to report a workplace injury or illness. Click here to download and compete the Form DWC-1 (provide one copy to the employee and one copy to human resources) [NOTICE OF WORKPLACE INJURIES & DWC-1] Click here to complete the 90 Day's Introductory Performance Review [90 DAYS PERFORMANCE REVIEW] |
Click here to request a temporary employee [REQUEST FOR TEMP EMPLOYEES]
Click here if an employee has notified you of sexual or other harassment, discrimination, retaliation or abusive conduct [NOTICE OF EMPLOYEE COMPLAINT] Click here to report that you have provided an employee with a disciplinary/corrective action including verbal and written warnings, probation, suspension, demotion or termination [NOTICE OF CORRECTIVE ACTIONS] Click here to complete and download an Employee Corrective Action Form [CORRECTIVE ACTION FORMS] Click here to request a mandatory review of a potential demotion, suspension or termination [DEMOTION, SUSPENSION & TERMINATION REVIEW] |
Click here to complete an annual performance review for an employee without direct reports
[ANNUAL PERFORMANCE REVIEW: NO DIRECT REPORTS] Click here to complete an annual performance review for an employee with direct reports [ANNUAL PERFORMANCE REVIEW: WITH DIRECT REPORTS] Click here to complete the Management Skills Assessment Tool [MANAGEMENT ASSESSMENT] Click here to begin or continue the Mandatory Sexual Harassment and Abusive Conduct Prevention Training for Supervisors [MANDATORY TRAINING] |
Procedures
These are the steps for various employment activities that you may experience as a manager. To learn about the procedures for the following and other topics, click here.
- You are transferring an employee to a new department.
- An employee notifies you that they have been injured or become ill and have limitations that affect their ability to do their job.
- An employee informs you about harassment, discrimination, retaliation, or abusive conduct.
- An employee notifies you that they were injured or became ill while working.
- You want to suspend, demote or terminate an employee.
- You want to recommend an employee for promotion.
Quick Links
Important Manager HR Topics Overview
HR 911 HotlineOur HR 911 Hotline is your direct ticket to ask our team any questions related to HR, compliance and employee related policies, procedures, processes and issues. You can contact our team via email (click on the HR 911 Email button above), directly call one of our team members assigned to the company, or contact our primary phone line at 661-621-3662. In most cases, a member of the team will respond to you within 2 to 4 hours.
If the call is of an urgent matter (must be addressed at that moment or in less than 1 hour), you can text HR 911 to the mobile phone of any of your HR team contacts and they will expedite the contact. Notice to HR of a Potential Employee Disabling Condition (Disability)Workplace disabilities are a reality and may be physical, emotional, or psychological (or combination). These may be due to a workplace or personal injury or illness. In either case, when an employer becomes aware of a disabling condition (or potential disabling condition) that will impact an employee's ability to perform the essential functions of their job (in other words, the main tasks they are responsible for), the employer has a duty to engage the Interactive Process, review for potential accommodations, and then ensure compliance with state and federal labor and employment laws.
If you learn about or suspect that an employee may fall into this category, please click on the Notify HR of Potential Disabling Condition button above and above all, maintain confidentiality of the information and make sure that there are no discriminatory or retaliatory actions taken against the employee due to their disability. A member of the HR team will contact the employee. Once contact has been made, HR will follow up with you if there are any needs to provide accommodations for the employee. |
Sexual (and other) Harassment, Retaliation, Discrimination & Abusive Conduct ComplaintsNo matter how you slice it, harassment, discrimination, retaliation and abusive conduct don not belong in any workplace AND the company has a non-tolerance policy for these actions.
When an employee notifies a member of management that they feel they have been harassed, discriminated or retaliated against, or have been subject to abusive conduct, the manager has a legal duty to ensure that the company's policies and procedures related to handling complaints is adhered to strictly. Policy Summary: Any member of management who receives a complaint of behaviors or actions that constitute harassment, discrimination, retaliation or abusive conduct must contact HR immediately and follow the company's written policies and procedures related to handling complaints. Supervisor Sexual Harassment TrainingAny company employee that manages at least one employee in California (whether a temp or full-time employee) or who has the ability to influence or control another employee's employment with the company is required to complete the California Mandatory Sexual Harassment and Abusive Conduct Prevention Training for Supervisors every two years or within six month of moving into a supervisory position.
This CA requirement is due to two California Assembly Bills, AB 1825 and AB 2053. Your training is online, thus you can complete it at your own pace. When you complete the training, you will have to successfully pass an assessment. You can opt to take this training on your own or your manager will provide you with notice of when it must be completed. |
Reporting Employee Workplace Injuries and IllnessesThe company and its managers have a duty to ensure that the workplace is free of sexual (and other forms of) harassment, discrimination, retaliation and abusive conduct. The reality, though, is that you may be faced with being on the receiving end of a complaint of one of these events by one of your (or other team) employees. How these complaints are handled is subject to state and federal laws, thus, every complaint must be taken seriously and must be reported to your HR department.
It is important that your notice to HR occurs immediately after you are notified of the complaint and that you do not engage an investigation into the matter. This will be conducted by a member of our team who is professionally trained and skilled to handle these matters. Also, in the event there is immediate danger or a threat to someone's life or property, please call 911 first to ensure the safety of all. Once we receive your notice, a member of our investigation team will contact you and subsequently launch the investigation. If you have any questions, please don't hesitate to contact a member of your HR team. Meals and Rest PeriodsAll California employees who are paid by the hour (non-exempt) must be provided with no less than a 30 minutes' unpaid meal period if they work more than 5 hours in a workday. This meal period must also be provided to the employee no later than the start of the 5th hour.
These employees must also have the ability to take a 10 consecutive minutes' paid rest period (break) according the the following schedule: 3.5 to 6 hours = 1 break/rest period 6 to 10 hours = 2 breaks/rest periods Managers are responsible for scheduling the meal and rest periods and the meal and rest periods can't be combined. |
Managing Corrective (Disciplinary) ActionsWhen it comes to managing employees, it will almost be impossible to go through your entire career without having to conduct some form of corrective action with employees...whether for performance problems or violations of policies...and from simple verbal warnings to termination of employment. The following are examples of the different types of corrective actions that are available for you to use:
Regardless of any action engaged, there must always be some form of record of the action and with the exception of verbal warnings, all other actions must be presented to the employee in person with the opportunity to discuss and sign. It is also important to consider that corrective actions should always be for "the right reason", thus not out of spite, retaliation, or because the employee engaged a protected activity. Thus, a best practice is that all corrective actions should be due to a violation of policy or performance issues which can be clearly observed. |
Request to Review Your Intent to Terminate an Employee (Termination Decision Analysis Tool)Terminating an employee is a very serious action...one that when not executed correctly, or for the wrong reasons (whether knowingly or not), can result in serious consequences to the company (and in some cases, the manager who made the decision). If you are considering to terminate an employee, it is highly recommended that you have clearly established that you have provided them with clarity of their role and expectations, the appropriate tools and resources necessary to complete their role, and when possible, advance notice of the issues to provide them with the chance to correct the issue. In other words, they should not be surprised if terminated and it should be easy to establish that their either didn't care, chose not to adhere, lacked the skills and ability to perform the job, or in some cases, were not a cultural fit for the company or team.
To assist you with making this decision, we have created a tool that simply requires you to answer a battery of questions. Once you have completed and submitted your responses, a member of our team will evaluate it and provide feedback. It is important to understand that the feedback isn't intended to provide an approval or disapproval, but simply to provide you with an analysis of the strengths and potential issues that are determined based upon the information you provided. Thus, it is important to be as accurate and truthful as possible when completing the questions. If you have any questions, please don't hesitate to contact a member of your HR team. Policy Summary: Any member of management wishing to terminate an employee must complete the Termination Decision Review Tool and review the subsequent Analysis prior to executing the action. |
Contact a Member of Your HR Services Team
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TBD
Office: 661.621.3662 Mobile: Email: Areas: |
Tanya McGuire
Office: 661.621.3662 Mobile: 818.424.4363 Email: tanya@bpscllc.com Primary Areas: Recruiting, employee relations, benefits, compensation, performance management, safety, labor relations, onboarding, offboarding. |
Dr. Carlyle Rogers
Office: 661.621.3662 Mobile: 661.312.7737 Email: carlyle@bpscllc.com Areas: All areas + investigations, strategic planning, compensation, performance management, conflict resolution, harassment, discrimination, retaliation, abusive conduct, and employment law. |