What would you do? Employee's 'funny' e-mails get out of control
Periodically, we ask three HR managers how they’d handle a difficult situation at work. This employee’s a good performer, but addicted to joke e-mails.
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Learn MorePeriodically, we ask three HR managers how they’d handle a difficult situation at work. This employee’s a good performer, but addicted to joke e-mails.
When an employee’s disciplined, managers often hear a complaint that parents will recognize: “But so-and-so did the same thing and didn’t get in trouble!” If the employees in question are different races or genders, that can be the basis for a discrimination lawsuit — maybe.
Periodically, we ask three HR managers how they’d handle a difficult situation at work. Today’s problem: A top performer doesn’t think the rules apply to him.
You’ve probably mentioned it to managers a hundred times: When there’s a problem with an employee, make sure we have good documentation to back up any discipline. Employment law attorney Penelope Phillips explains a few hints that will make documentation better than “good.”
Our team of experts fields real-life, everyday questions from HR managers and gives practical answers that can be applied by any HR pro in the same situation. Today’s question: Should someone from HR sit in when an employee is getting a poor performance review?
There’s a bill likely to become law soon that will greatly expand the protections of the Americans with Disabilities Act. That’s why it’s more important than ever for supervisors to know the ins and outs of managing disabled employees.
If one of your employees works for a different company while on FMLA leave, that means he’s abusing his rights and you can stop offering leave, right? Wrong.
When asked the question of why they’re not doing a good job, many managers have a stock reply: “It’s HR’s fault.”
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