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Why You Should Never Skip the
HR Stories From The Front Lines*
Even small-town businesses face big city problems. Such is the case for Paperco. Tom has worked for them for three years without any issues – no verbal warnings,
write-ups, or performance concerns. He’s been a model employee, but that’s all about to change.*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
We have an employee who is pregnant. She has mentioned it to her supervisor and to a few other coworkers. Her current position requires some physical activity as she works in our mill’s packaging area.
Are we able to request something from her doctor that would list any work limitations/restrictions due to her pregnancy?Question #2
We have had to send an employee home at the end of the shift three times now for a radically different change in behavior. He doesn’t slur his speech like he’s intoxicated, but he’ll repeat himself often,
becomes very clumsy, and can be hard to follow.When this has happened, he’s not productive behind the bar, and his coworkers have asked to send him home because they feel he is in the way. When we talked to him this afternoon, his eyes were seemed to be blood shot.
He wasn’t slurring, but he repeated himself a few times. We tried to let him know that he was safe, that he could confide in us with anything, and that we are worried about his wellbeing and mental health.If I were to guess, I would say he had been drinking today. I don’t want to just write him up and eventually fire him for “poor job performance” because he is a great asset to the team when he’s
on his “A Game.” We are very worried about this guy. There is some chemical change in him (drinking or drugs) that is causing him to have such rapid changes in his behavior and personality.
We feel like there is some substance involved but it is a little hard to know where to go from here since it isn’t a usual alcohol or cannabis related incident necessarily. What do you recommend?
Federal law requires all employers to verify employment eligibility to work in the United States when hiring individuals. When you hired Josef a year ago, he provided an Employment Authorization Document
(Form I-766) with an expiration date of March 1, 2018.Today is March 2, 2018 and, after meeting with Josef about his expired Employment Authorization Card, he has informed you that he cannot obtain a new Employment Authorization Card with a future expiration date.You know if you fail to properly complete, retain, and/or make available for inspection Forms I-9 as required by law, you may face civil money penalties in an amount of not less than $220 and not more than $2,191
for each violation.How should you handle this issue?
Let Josef continue to work. Once you verify at hire you never have to re-verify documents again.
Terminate Josef since he does not have a non-expired form of employment eligibility documentation.
You may accept a List A document, a List C document, or an acceptable receipt under the receipt rule to satisfy Form I-9 reverification requirements.
HR Directors and managers need to protect sensitive employee and company information. Whether kept in a locked file cabinet or on their computer, sensitive information must be protected at all costs.
Distribute this poster
as a friendly reminder to your HR team and managers to remain vigilant in protecting the company’s sensitive and confidential information.
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.