Want to know the latest buzz in the HR arena? Professional Employer Resources has a world of information in our newsletter. Not only is it fun, it’s resourceful! Including, important changes to federal and state employment practices.Eighty five percent (85%) of all employment lawsuits can be prevented!
An Employee, An Outsider, and a
Giant Step Over the Line
HR Stories From The Front Lines*
As an HR Professional, you never know what a day will bring. Some situations cannot be foreseen, like a drunken non-employee disrupting the workplace. How would you handle an incident that included an employee, a manager, and an outside third party in an inebriated rage who provoked the manager to the point of physical aggression? You can’t head off every odd occurrence, but there’s wisdom to learn in the story that follows, especially when the issue of workplace violence is concerned.*
Do you have an HR question keeping you up at night? The following questions were submitted to our HR Professionals in the past month …
We have an employee who is requesting we pay him for his mandatory military training for one day.
Unless, I’m missing something, we can provide the time off, but we are not required to pay him for that day, but the employee can choose to use his vacation time if that is available.
Other than that, if he doesn’t have any PTO the day would be unpaid?
In one of our restaurants, we recently received a job application from an individual in a wheelchair, who, after submitting the application, requested an interview. How should we respond to this applicant?
Get to Work!
Is Your No-Fault Attendance Policy ADA-Compliant?
You have a no-fault attendance policy where employees accrue points for absences. If an employee racks up too many points, no matter the reason, it will lead to disciplinary action up to and including possible termination. All employees are treated the same, therefore, there’s no problem with this policy right?
No problem here. You must treat employees the same to ensure there is no appearance of discrimination, so it’s really the best policy to have.
No way. Employees need to be at work and you need a way to motivate them to show up. You’re not concerned about why they’re out.
Absolutely yes! The problem with this policy is that it doesn’t take into consideration absences due to an FMLA qualifying reason or that are related to an accommodation under the American with Disabilities Act or state disability law.
Hiring a new employee should be easy, right? Wrong! With all of the laws governing the hiring process, there are a plethora of mistakes a hiring committee can make in the hiring process exposing the company to a potential claim. Read ahead to learn the six key tips to avoid the hiring minefield.
This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.