100.
Do you conduct any training regarding the issue of age discrimination?
Yes
No
Not Applicable
101.
Do your employees sign an at-will employment statement signifying
that no express or implied guarantee of employment is in the performance
appraisal process?
Yes
No
Not Applicable
102.
Does your company have a formal recognition program?
Yes
No
Not Applicable
102a.
If you answered YES to question 102...Are there nonfinancial rewards?
Yes
No
Not Applicable
102b.
If you answered YES to question 102...Are peers involved in the
recognition process?
Yes
No
Not Applicable
102c.
If you answered YES to question 102...Are departments free to
develop their own recognition process?
Yes
No
Not Applicable
102d.
If you answered YES to question 102...Is recognition tied to individual
performance, team, and company goals?
Yes
No
Not Applicable
103. Do you use employment agreements at the beginning of the employment
relationship that contain goals, resources, benchmarks, and evaluation
standards?
Yes
No
Not Applicable
104. Do you make sure that employees sign and acknowledge having
read their performance appraisals?
Yes
No
Not Applicable
105.
Do you look for alternative solutions for all your employees before
instituting downsizing or layoff plans?
Yes
No
Not Applicable
106.
Do all new employees go through a formalized orientation program
that includes familiarization with company personnel practices,
your employee handbook, compliance procedures, etc.?
Yes
No
Not Applicable
107. Do you take active steps to lower employees' expectations that
their company computer use is private, including disclosing any
e-mail monitoring that occurs?
Yes
No
Not Applicable
108.
Do you conduct exit interviews with all employees?
Yes
No
Not Applicable
108a.
If you answered YES to question 108... Do you ask about specific
problem behaviors that might have encouraged the person to leave?
Yes
No
Not Applicable
109. Do you maintain your employment advertisements, job applications,
resumes, and interview notes for at least two years?
Yes
No
Not Applicable
110. Do you have a specifically designated employee to handle all
harassment and discrimination complaints?
Yes
No
Not Applicable
111. Are performance reviews submitted to human resources before
being given to the employee?
Yes
No
Not Applicable
112. Do your interviewers use a structured interview format will
all applicants?
Yes
No
Not Applicable
113. Do you have a formal progressive disciplinary policy?
Yes
No
Not Applicable
113a.
If you answered YES to question 113...Does the policy use permissive
language that gives you discretion and flexibility in its application?
Yes
No
Not Applicable
113b.
If you answered YES to question 113...Does your policy list unacceptable
behaviors?
Yes
No
Not Applicable
113c.
If you answered YES to question 113...Does it directly link specific
offenses to delineated consequences?
Yes
No
Not Applicable
113d.
If you answered YES to question 113...Does it leave room for unusual
or case-by-case situations?
Yes
No
Not Applicable
113e.
If you answered YES to question 113...Does it reiterate that employment
is at-will?
Yes
No
Not Applicable
113f.
If you answered YES to question 113... Does it contain a can-be-changed-at-any-time
clause?
Yes
No
Not Applicable
113g.
If you answered YES to question 113... Does it imply that certain
procedures will be followed prior to termination?
Yes
No
Not Applicable
114. Do your managers know interview questions that can help them
assess who is likely to engage in workplace misconduct?
Yes
No
Not Applicable
115.
Do your employees have access to a hotline that accepts inappropriate
behavior complaints?
Yes
No
Not Applicable
116.
Do you have layoffs or downsizing events reviewed by an attorney?
Yes
No
Not Applicable
117.
Is your performance improvement process separate from your disciplinary
process?
Yes
No
Not Applicable
118.
Are a significant number of your employees promoted to manager because
of their technical expertise?
Yes
No
Not Applicable
119. Do your managers and employees have clearly defined career
paths?
Yes
No
Not Applicable
