Pub. 12 2013-2014 Issue 2

N e w J e r s e y C o a l i t i o n O f A u t o m o t i v e R e t a i l e r s 23 new jersey auto retailer w w w . n j c a r . o r g Automotive HR Solutions provides quality outsourced hu- man resource services to automo- tive dealerships across the tri-state region. We specialize in a variety of services designed to help dealerships maximize their time, profits and em- ployee retention without the worry of maintaining an in-house HR department. Outsourcing HR services allows the auto- motive dealership to focus on its core busi- ness – the sales and service of automobiles. We will develop a customized human re- source solution that will meet the unique needs of your dealership! CALLSandyShectman for a free consultation. Labor relations negotiations and strategies | Wage and hour compliance | Recordkeeping compliance and system development | Turnover monitoring | ESI surveys | Enhance employee morale | Compensation planning and analysis | And much more….. Fully Insured | www.autohrsolutions.com TRUSTED STRATEGIC PARTNERS FOR: alcoholics from workplace discrimination. The policy should also require the confidential disclosure of any prescription medication that may interfere with the employee’s safety or ability to perform the essential functions of the job. 10) OperationandSearch of DealershipVehicles: The policy should define who is authorized to operate dealership vehicles inside or outside of thework day. The policy should also address safe opera- tion of vehicles, define a preventable accident, require that employees who operate dealership vehicles have a valid driver’s license and ac- ceptable driving record, prohibit the use of cellular telephones while driving, enact a speed limit on the premises, detail the procedure in the event of a collision and require seat belts to be worn at all times. Finally, the policy should state that the vehicles are, at all times, the property of the dealership and can be searched for any reason. This list is by no means exhaustive and a truly well-rounded Hand- book will also address issues such as wage and hour compliance, workplace safety and security, dress code, benefits and confidentiality provisions. You might also want to consider having each employee sign an arbitration agreement, requiring that any dispute related to an employee’s employment with your dealership be submitted to arbitration, as opposed to filing litigation in court. Arbitration can be a more swift and cost-effective way to resolve a dispute and can also be used to prevent class actions. Moreover, because the law is ever-changing, to ensure your Handbook is in compliance with the latest federal and State laws and regulations, it is imperative that your dealership conduct an annual review of its Handbook and policies. Reviewing the dealership’s policies annually with experienced legal counsel is essential to determine whether existing policies should be revised, newpolicies shouldbe implementedorwhether outdatedpoli- cies should be eliminated. It will bewell worth the effort if it can limit the exposure to potential employment violations or lawsuits. Angelo J. Genova is a Partner and co-founder of Genova Burns Giantomasi Webster LLC. Dina M. Mastellone is a member of the firm’s Employment Law & Litigation Practice Group. They can be reached at 973-533-0777 and via e-mail at agenova@genovaburns.com and dmastellone@genovaburns.com. Reviewing the dealership’s policies annually with experienced legal counsel is essential to determine whether existing policies should be revised, new policies should be implemented or whether outdated policies should be eliminated. handbook  continued from page 21