I know many people never read their employee handbook.  Instead they only dig into it if they’re unhappy about something and want to prove their point.

Any new employee, at any level in a corporation, should read and make sure they understand the employee handbook. Here are four reasons why this is important. 

1.      The handbook communicates the dress code and other behavioral standards.

At times I watch Shark Tank. I enjoy the interaction and business lessons we can learn from the program. One common mistake many entrepreneurs make when entering the Shark Tank is asking for a ridiculous valuation. I’ve seen several shows where the sharks were interested in the idea; but the valuation was so high compared to earnings, no one was willing to pull the trigger and make an offer.

As a consultant I have encountered many business owners who, at times, have an unrealistic valuation of their business. Here is an example.

Committees and local boards are always looking for new members who will go to their meetings and share the workload. Most of the time, I decline to join committees. However, I may offer to assist or cooperate with a committee in a specific way.  I just don’t have to go to endless meetings.
 
When someone does ask me to be on a committee, I ask several questions.  What do you want me to contribute to the group? How are the meetings conducted? Do you follow an agenda?  Is there a time budget for the meeting? Are there clear objectives for the gathering?

News is full of stories about hundreds of millions of dollars of legal settlements between state and local governments against drug manufacturing companies. The allegation has been that these drug companies knowingly failed to disclose the full addictive nature of the pain medicine they sold. 

A major concern I have with these payments for alleged drug addiction actions by manufacturers is that the money does not go to those who were harmed. The payments go to government units which are free to use these funds anyway they wish. 

A person who had been fired from a position asked a question.  The employer, who let the person go, made a contact for information and guidance. The question for me was, Should I respond?  Here is my counsel:

First, former employers need to be respectful regardless of personal feelings. While they may want to use this as an opportunity to get back at the one who hurt them; the Lord wants us to treat all persons with kindness and respect, regardless of our feelings. However this doesn’t mean we become doormats.