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I also especially liked this: Part of the Employee Handbook: "Reasons for termination include but are not limited to the following: [...] • Other reasons not li

• vacri 14y ago
  It is actually a pretty clear list. It's listing a number of things clearly. It's also saying that the list is not closed, because anything can happen and you can't predict everything. What if an employee decides to splash paint on all the cars in the car park? Unlikely, but possible, and it's stupid to try and come up with every such possibility, because you'll never hit them all. The list hits the most common issues and lays them out clearly.
  • phillmv 14y ago
    It's easy. My employee handbook, should I ever get to that stage, shall read: 1) Be honest. 2) Don't be a dipshit. 3) If you have a problem with something, ask.
    • vacri 14y ago
      As your number of staff increases, you'll find that you need to be more explicit. Real world people are complex creatures, and managing them isn't simple. What defines 'being a dipshit', for example? For some, it's being a pedant. For others, it's being slow to learn. Others think it's about obnoxiousness. Besides, rules like "fraudulent timesheets are a fireable offense" make it explicitly clear that 'we check these things', and avoid the 'but I didn't know it was wrong' excuses that you will hear with enough employees, commonsense be damned.
      • phillmv 14y ago
        True but such is life. You make up for it by always giving people a chance first. You never fire on the first sign of dipshittiness.
• cheatercheater 14y ago
  Came here to post that. In addition, the dickhead reserves the right to change the rules at any time, and you're required to sign everything. So basically, once you have a job and a contract, you're signing a second contract, when you've been lured into their honey pot. At this moment you end up at a dead end, because you have probably told your other jobs you won't accept. Yeah, nicely played.