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Sick on Monday Again! Handling Employees Who Rewrite the Workweek
HR Stories From The Front Lines*
One of the most frustrating aspects of managing employees involves dealing with an obviously bogus excuse for being absent, showing up late, or not showing up at all. What’s the best way to address the liar?
Read on to see how one HR professional handled a habitual liar the right way.
Let’s join “HR Stories from the Frontlines” in progress.
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 a client who provides different cell phone reimbursements to their employees. Owners and managers receive $100 per month while everyone else receives $50 per month.
Is this an acceptable practice or should all employees receive the same amount?
An employee recently told us he was unable to make deliveries to a medical facility because he is a germaphobe.
Yesterday, this employee reported to work unshaven and not wearing the required uniform. This is a violation of company policy. How should we handle this situation?
Bickering Managers + Sexual Harassment Complaint
= 1 HR Headache
You have two management level employees (Brad and Jennifer) who are constantly arguing. It is no secret they would each like to see the other fired.
You heard a rumor that they almost went to blows about a scheduling issue and their screaming match was witnessed by other employees and customers. You plan to bring them both into your office and discuss their behavior and discipline them for their unprofessional behavior.
Before you get a chance to talk to them, Jennifer comes to your office and complains that two former employees abruptly quit because Brad had created a hostile working environment. Jennifer claims Brad sexually harassed these employees and he had propositioned one of the former employees in exchange for a raise.
What should you do?
Do nothing about the sexual harassment complaint since the complaint is hearsay about former employees and continue with the planned meeting regarding the managers’ unprofessional behavior;
Do nothing about the sexual harassment complaint since the complaining manager is not credible and discipline them both for their unprofessional behavior;
Investigate the sexual harassment and continue with the planned meeting with both managers about their behavior.
Regardless of the outcome of the meeting with the managers, you cannot discipline the female manager because she brought a sexual harassment complaint to your attention;
Investigate the sexual harassment complaint and address the unprofessional behavior of both managers.
Upon completion of the meeting with the managers, take whatever disciplinary action is appropriate.
What is a company required to do when an employee fails to return to work after a leave of absence, but won’t respond to the HR Director’s repeated attempts to contact the employee?
Can the company simply claim that the employee has abandoned their job? Is the company allowed to replace the employee?
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.
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