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Rising Above the HR Investigation Nightmare
Have you investigated a seemingly straight forward issue only to learn the situation was more complicated than you ever imagined?
Ever had an investigation where practically every person interviewed had a host of their own issues, complaints, and problems?
Read this story and discover how one HR Director was able to rise above chaos and confusion to complete her investigation.
May the 4th Be With You. . . While I’m Off Work
You operate a popular Mexican restaurant. Last week, one of your employees, Lando, informed you he has just converted to a new faith – Jedism – and, as a tenet of his religious faith, he is prohibited from working on May the 4th, which is its major holiday. Lando then asked for May the 4th off from work as a religious accommodation.
Coincidentally, due to its proximity to Cinco de Mayo, May 4th is also one of your restaurant’s busiest working days. In fact, it’s so busy you require all employees to work that day.
In response, you told Lando, “Wait, you agreed to cover May 4th when I hired you. If you’re not available, I’ll have to pay overtime which I can’t afford.”
Lando’s reply, “It’s required by my faith.”
What should you do?
- Require him to bring you written proof from a religious authority, that he’s a member of this new faith, and his faith requires him not to perform any work on May the 4th.
- Grant the request – you have no choice!
- Talk to him to see if there’s another option, other than not reporting to work, which would allow him to satisfy his religious belief.
- Deny the request.
Read on to see if you chose the correct answer.
