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Eighty five percent (85%) of all employment lawsuits can be prevented!
Help! I Hired a Registered Sex Offender!
HR Stories From The Front Lines*
Have you ever hired an employee and later learned that he/she is a registered sex offender? Can you terminate the employee based on this information? Continue reading to see how one HR Manager handled this challenging situation.
You have noticed some of your employees getting caught up in the Pokémon GO craze, chattering about the mobile game. You know it’s only a matter of time before this current fad creeps into the workplace
and your employees are on their smart phones during work hours or on extended breaks in search of “Pocket Monsters”.You fear this new obsession will affect productivity and possibly cause accidents and other workplace issues. You believe the only way to avoid complications is to establish a policy against playing Pokémon
GO.How should you handle this issue?
In order to discipline employees for playing Pokémon GO during working time, you must have a specific policy prohibiting employees from playing this game.
Playing Pokémon GO during working time likely violates one or more of your existing policies (e.g. a Cell Phone policy, Computer and Network Use policy, Safety policy and Rest Break policy).
Use your existing policies to discipline employees playing Pokémon GO during working time.
You cannot prohibit employees from playing an online game, even during working time. This is a right protected by the National Labor Relations Act.
Enact a policy that prohibits your employees from bringing cell phones into the workplace.
Do You “Know it When You See it”?
When defining pornography, Supreme Court Justice Potter Stewart wrote, “I know it when I see it.” Does the same mantra ring true for sexual harassment? Read ahead to see if you can identify a potential sexual harassment situation …
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.