It’s great that you are considering offering more flexibility to your employees. This is one way to increase retention and give your employees some control over their time at work. There are a few things you can do to offer flexibility while still maintaining the coverage you need: – Implement self-scheduling. Self-scheduling is when you […]
Category: HR Q&A
Q&A: Should we encourage our employees to be friends at work?
It’s great to create a workplace where people have the opportunity to form friendships, but don’t worry if not everyone shows interest in befriending their coworkers. Friendships at work can be a way for employees to feel connected and that they belong in the organization. A Gallup poll from 2022 found that having a best […]
Q&A: Should We Provide a Letter When We Terminate an Employee for Cause?
There is no federal requirement for employers to provide written notice about why someone is being terminated, but we do recommend providing written notice as best practice. This reduces the likelihood of the terminated employee spinning up their own (possibly illegal) reason for the termination and then claiming there is no documentation to the contrary. […]
Q&A: Can We Discipline an Employee for Not Taking a Lunch Break?
Yes, generally you can and should require an employee to take a lunch break. In many states, employers are required to provide employees with rest breaks, meal breaks, or both, and are sometimes even required to provide them at specific times during an employee’s shift. An employee skipping these rest periods could result in noncompliance […]
We have an employee who is going on a leave of absence. We will need to hire a temporary employee to cover those duties. What do we need to know about hiring a temporary employee?
Answer: The process for hiring a temporary employee is like hiring regular employees. You will post the position, go through a selection process, ensure all necessary new hire paperwork is completed, and onboard the temporary employee. Just be sure you’re clear in the job posting and during the interviews that the position is temporary. If […]
What is the difference between a job description and a job posting? Can I just share the job description when advertising for a role?
While the job description and the job posting are similar, in that they both outline the duties of the role and the knowledge, skills, and abilities (KSAs) needed to perform those duties, each has a different purpose. The job description is an internal document outlining the purpose of the role within the organization, the essential […]
An employee came to us with a harassment complaint but said they didn’t want us to do anything about it. Do we have to do an investigation?
Yes, you should still investigate the complaint. Not investigating could expose you to legal risk if more employees come forward with complaints, if the employee later decides to take their complaint to a state or federal agency, or if the harasser continues to harass. Aside from liability, creating a culture that feels safe and inclusive, […]
We have a repeat applicant whom we offered a job to in the past. This candidate failed a drug screen back then, so we rescinded the offer. Can we reject them now based on their past drug screen result?
No, chances are that rejecting an applicant based on a previous drug screen will violate the Americans with Disabilities Act (ADA). The ADA prohibits employment discrimination on the basis of a disability, which includes being in recovery from substance use disorders. The ADA applies to employers with 15 or more employees, although state laws also […]
A candidate told us they have a disability. What do we need to do?
We recommend asking if they need an accommodation during the application process, but above all, ensure that having this information doesn’t influence your hiring decision. The Americans with Disabilities Act (ADA) requires employers to provide accommodations to applicants with disabilities if needed to be considered for a job unless the accommodation causes an undue hardship. […]
What Does At-Will Employment Mean?
At-will employment means that the employer or employee can end the employment relationship for almost any reason (with or without cause) at any time (with or without notice). It does not, however, allow you to terminate someone for an illegal reason, like their inclusion in a protected class or their exercise of a legal right. […]