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One Employee, One Homeless Man, and One Big Problem
HR Stories From The Front Lines*
As an HR Professional, you’ve probably had your fair share of unusual occurrences that required your attention. Imagine arriving at work and finding out that one of your employees was involved in a
fight during his break period with someone who didn’t even work for your company. What would you do? The following story is a real-life nightmare from the HR front lines.
Read on and think about how you’d handle things.*Read more (Opens in a new window)
(*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
We have a Chef who has been having medical issues. She has also informed us that the doctors do not know what is wrong with her at this point in time – despite having run a series of tests.We are trying to see what we should do- legally how we can handle her and our situation as her absences have affected our company’s functionality and ability to operate our systems and serve our guests.Ownership is considering a couple of options: (1) termination or (2) providing her with a leave of absence. However, if we provide a leave of absence, she has not even worked for the company for an entire year,
so she doesn’t qualify for FMLA. How should we proceed to avoid a potential claim?Question #2
We have an employee who recently approached us about the company allowing him to wear
gauges in both ears, and nasal jewelry as a religious accommodation. We are meeting with the
employee tomorrow about his request and want to know what we can do to validate this
employee’s religious belief.View the Answers (Opens in a new window)
We Don’t Serve Your Kind Here… Handling a Customer Complaint of Discrimination
Brain Teaser
Employers often deal with customer complaints ranging from slow service to under cooked food. But what happens when you receive a customer complaint claiming discrimination?
You receive a letter in the mail that states:
We came in on Saturday for a special dinner celebrating our 10 year anniversary. We were pleasantly greeted and seated right away. The server was very knowledgeable and gave us great meal recommendations.
When she asked us if we were celebrating a special occasion, we told her about our anniversary. She looked stunned, nodded and walked away. The rest of the evening she rarely came by our table. It took her 30 minutes
to come back and take our order and it took over an hour for our food to arrive, which was cold indicating it had been sitting for a while. When we tried to ask about the delay she was very short and rudely replied,
“If you don’t like it here, why don’t you go somewhere else”. We noticed that other parties she waited on were treated well and were given excellent service. I’m not sure why we were treated this way, but
I can guess it is because my partner and I are a same-sex couple. I don’t wish for anyone else to be treated this way and hope the issue is addressed.
What do you do with this complaint?
It’s just a letter expressing this person’s experience. Put it in the circular file.
This may be discrimination complaint, but this person is not your employee. You can’t do much about the issue. Just send him a coupon for his next meal.
Anti-discrimination and harassment laws protect customers, clients, and vendors from harassment and discrimination. You will need to investigate, make a determination and take any necessary remedial action to ensure
discrimination stops and does not continue.
Since 2014, the number of paid sick leave laws at the state and local
level have increased dramatically.
Click here for a brief synopsis of which states and localities offer paid sick leave. (Opens in a new window)
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.
