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Being Flexible Is an HR Professional’s Most Important Trait
HR Stories From The Front Lines*
Most HR Professionals work 9 to 5, but occasionally they have to work outside “normal working hours” to ensure they’re protecting the company from potential harm. If you’ve ever experienced a tricky situation
that required you to stay late, come in early, or forego an early vacation departure, then the following story and its real-world outcome will remind you just how important it is for you to be flexible and attentive when a
dilemma arises.* Read more
(*These incidents really happened; but names and other details have been changed.)
Stay Up to Date on the Latest Employment Legal Updates
Do you have an HR question keeping you up at night?
The following questions were submitted to our HR Professionals in the past month …Question #1
Our company has field employees, District Managers who oversee multiple stores and Maintenance Employees who perform scheduled and unscheduled maintenances of all our restaurants. We pay a mileage reimbursement
to those who drive their personal vehicles based on the actual number of business miles they drive. We also pay a set amount to those who use their personal phones for business purpose.
So far, we have been using a hand-written mileage sheet for mileage reimbursement but recently we have decided to test a work force management mobile application for tracking mileage to be more efficient.
This application requires access to employee phone’s GPS while they are on the clock. We don’t want the GPS tracking to raise some privacy complaints down the road, so we are trying to get things clarified in a signed agreement.
We have no interest in their whereabouts when they are not on the clock, the application can be turned on and off. Please let us know your thoughts and if you have a sample agreement that we can use that would be wonderful.
Question #2
We have an employee who has accused his supervisor of discrimination in the past. We addressed this issue when it arose and when we spoke with the employee directly he said that everything was fine.
He even acknowledged that the supervisor was working with him to improve on some performance issues he appreciated that. However, it seems that the issue has surfaced again. He is telling other employees that the manager
is a racist. How should we address this issue, since the employee has not made a direct complaint to Human Resources?View the Answers
Top 3 HR Tasks You Should Have Completed By January 1, 2018
Brain Teaser
The end of the year is a stressful time for HR Directors. In addition to their regular job duties, HR Directors are also responsible for completing essential year-end HR tasks.
With that in mind, what are the three most important tasks an HR Director should accomplish before January 1st?
Prepare W-2s, audit 2016 timecards, and conduct sexual harassment training for all employees.
Update workplace posters, verify minimum wage in all places your company operates, and update the employee handbook.
Conduct sexual harassment training for all employees, update the employee handbook, and audit employee vacation and/or sick leave usage.
Prepare W-2s, conduct training on completing the new Form I9, and update the employee handbook.
Terminating an employee for any reason is probably one of the most challenging aspects of your job. Most people like to avoid conflict – not tackle it head-on. Unfortunately, most managers will have to terminate an employee (or two or more) during their career.
We can’t make the process painless but we can help you avoid some of the most common mistakes managers make when terminating an employee. Read ahead.
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.
