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Rising Above the HR Investigation Nightmare
HR Stories From The Front Lines*
Have you ever investigated a seemingly straight-forward issue only to learn the situation was more complicated than you imagined?
Where practically every person interviewed had a host of their own issues, complaints and problems? Discover how one HR Director rose above the chaos and confustion to complete her investigation. 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 that has been keeping you up at night?
The following questions were submitted to our HR Professionals in the past month …Question #1
We approve a lot of unpaid time off around here. In fact, we have approved over 1,100 hours of unpaid time off since 1/1/17. That’s way too much!
The flip side of our savings in unpaid wages is a loss of productivity as this practice puts a burden on other employees and on operations in general.
Can we impose a penalty for taking unpaid time off? Negative vacation accrual? No bonus at year end? What are we able to do to get a handle on this problem?
We have an employee that has an old football injury. He said he did some research and he feels that a stand-up desk could be helpful to him.
He is inquiring as to whether the firm will buy this for him and, if not, if he can purchase one on his own. What would you recommend?
Religious Accommodation in the
QTPi Production Company provides employees with a refrigerator to use in the employee break room/kitchen.
Except for the occasional complaint, (e.g. “My leftover meatloaf is missing!”) there have not been any significant issues – until now.
Samuel, a new employee has gone to Susie, the HR Manager, and requested that the company prohibit employees from storing non-kosher meats in the lunch room refrigerator.
When Susie asks why, Samuel explains his religious beliefs forbid him from storing his food with non-kosher foods.
Susie immediately recognizes that religious accommodations are required and jumps into action.
Susie assures Samuel that the company will make the change immediately. After Samuel leaves, Susie prepares a sign, “NO MEAT ALLOWED IN REFRIGERATOR – effective immediately” and sticks it to the refrigerator.
Within minutes, Susie’s in-box is full of emails from other employees complaining about the new policy.
What, if anything, should Susie have done differently?
Speak with Samuel about his religious beliefs to determine if there is a solution that will satisfy him and other employees.
There is no reason to talk to Samuel any further. Take the sign off the refrigerator and buy him a small refrigerator where he can store his food.
Send a reply to the complaining employees and explain that they should take up their issues with Samuel. After all, it was his request.
Avoid These Top Mistakes in
Your Employment Application
Is your organization hiring in the near future? Do you plan to use a job application to vet your applicants? To assist you in the preparation of your employment application, we have compiled a list of the top 10 mistakes organizations make in job applications.
Review this list before preparing your next application.
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