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Weekend Drama in Your In-Box
HR Stories From The Front Lines*
You probably dread Monday mornings. Not just because it’s the start of another long week, but because Mondays are often unpredictable. The following nightmare of imbibing employees could give reality TV a run for its money. Let’s listen in to their inebriated misadventures to see what can be learned in this edition of
HR Stories From the Front Lines.*
Do you have an HR question keeping you up at night?
The following questions were submitted to our HR Professionals in the past month …
Our company has few field employees, District Managers who oversee multiple stores and Maintenance Employees who perform scheduled and unscheduled maintenances of all our restaurants.
We pay a mileage reimbursement to those who drive their personal vehicles based on the actual number of business miles they drive. We also pay a set amount to those who use their personal phones for business purpose.
So far, we have been using a hand-written mileage sheet for mileage reimbursement but recently we have decided to test a work force management mobile application for tracking mileage to be more efficient.
This application requires access to employee phone’s GPS while they are on the clock. We don’t want the GPS tracking to raise some privacy complaints down the road,
so we are trying to get things clarified in a signed agreement. We have no interest in their whereabouts when they are not on the clock, the application can be turned on and off.
Please let us know your thoughts and if you have a sample agreement that we can use that would be wonderful.
I have an employee who needs to go out on leave to take care of his mother who has
Alzheimer’s and cannot be left alone. He is trying to find someone to stay with her. He has not
been here a year yet, so he is not eligible for family leave. Do I need to give him the usual
forms and note that he is not eligible for FMLA? Is there anything else I need to do?
Mark started working at A2Z Appliances seven weeks ago. In that time, he has been absent at least 10 times, rude to customers and coworkers, and refusing to perform certain job duties. Management is starting to believe that Mark is not a good fit for the position and business.
His team members do not like his attitude and believe he is taking advantage of the company.
The company offers a probationary period to the employees. Since most states, except Montana, allow for employment “at will”, management feels it can terminate the employment relationship for the reasons mentioned above.
However, Mark’s supervisor has never addressed the numerous issues with Mark. Today, Mark was over thirty minutes late to work. Mark’s supervisor can no longer take it and wants Mark gone.
How should Mark’s future with the company be addressed?
Terminate the relationship because the company is an “at-will” employer.
Mark can be terminated because he is on his probationary period.
Speak to Mark about his excessive absences and determine if he requires reasonable accomodations.
In the aftermath of last month’s Las Vegas shooting, employers nationwide have been on high alert regarding workplace violence and asking one simple question — Do our managers know how to handle workplace violence?
Read ahead for five simple, yet effective, guidelines to help your managers deal with this dangerous and difficult situation.
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.