When you took your job in HR, you knew that you would have to face some uncomfortable situations: terminations, poor performance reviews, disciplinary actions, but perhaps the worst of all is the “we need to talk about your personal hygiene” conversation. Your staff’s poor personal hygiene can negatively effect co-workers and customers alike, and management needs to take these delicate matters seriously. Here are few ways to deal with hygiene issues in the workplace.
1. Have a policy in place. And use it.
As we say often, the best way to enforce rules in the workplace is to have rules in the workplace. When you have a clear policy on what level of hygiene is expect of all staff members, your staff can clearly understand what is expected of them, and these uncomfortable issues are less likely to arise. When new staff is hired make sure to go over the employee handbook with them and highlight these areas. Here is a sample dress code policy from our partners at Polsinelli that includes hygiene.read more
In 2016 the Governor of North Carolina lit a fuse when he signed a law requiring individuals to use the restrooms consistent with their “biological sex”. Shortly after, the U.S. Department of Justice filed a lawsuit preventing North Carolina from enforcing this law – and the “bathroom issue” as we know it was born. As an employer you are legally required to provide workers reasonable access to restroom facilities under the Occupational Safety a...read more
The Family and Medical Leave Act does not provide leave to care for an ill or dying pet. (Because a pet is not technically a family member. Really. Despite how we pet-owners feel about our fur babies. That’s mine in the picture.) But I also said that, “if an employee becomes depressed because of the death of a pet, it is possible that this could rise to the level of a disability that would require a reasonable accommodation under the Americans with Disabilities Act, or a serious health condition for which leave must be granted under the [Family and Medical Leave Act].” I further noted, however, that most people may experience grief but not become clinically depressed as the result of a pet’s death. So my interest was piqued by a recent case in which the employee claimed that his insomnia following his dog’s death was a serious health condition under the FMLA.read more
March Madness is not, in fact, capturing the King of Leprechauns (although imagine the benefits). But it can be either:
Richard Meneghello and Shayla Balch at our author Fisher Phillips help you manage:
With thanks and apologies to the New York Sun:
He It exists as certainly as love and generosity and devotion exist, and you know that they abound and give to your life its highest beauty and joy. Alas! how dreary would be the world if there were no Santa Claus St. Patrick's Day! It would be as dreary as if there were no Virginias leprechauns. There would be no childlike faith then, no poetry, no romance to make tolerable this existence.”
As long as we are mixing references, here is the The Fun, The Bad and the Tardy from David Bell, who I assume is an actual Irelander / Irishian / Slainte-ite:read more
Most employers understand that it is very important to hire the right employees. To make good hiring decisions, many employers consider information about the applicant that comes from various sources. This pre-employment due diligence helps companies make informed choices, and it also helps them limit their possible exposure for negligent hiring claims.
Liability can arise in this context where an employer hires an applicant without conducting a reasonable background investigation. Many services are available that can help employers conduct background investigations, but employers must account for laws such as the federal Fair Credit Reporting Act (FCRA), which regulates certain types of investigations and/or requires employers to make disclosures about such investigations. Services include:
Click the title of the article to read more.
Learn how to minimize the impact of drug use in your workplace at an ABI seminar: "Employee Drug Testing Program: Signs, Symptoms, Solutions".
The seminar will include:
March 22, 8:30 a.m.-2:45 p.m., at the ABI office (400 East Court Ave, Suite 100, Des Moines).
Two simple statements, for the workplace or anywhere else. Hey, if a cat can do it, so can you. SHRM shows you how and why with the help of all of these good people Fjuri Be Robin Hood @InsideOutProj Nancy Friedman Team Awesome Coaching Employment Resource Groupread more
Michael Corleone HR tip for the day: Should an ex-employee disparage or malign you and/or the company; hold your horses, go not to the mattresses, and do nothing. Real Evil HR Lady agrees, but does have some proactive recommendations.read more
S'not flu or it is, doesn't matter. Our good friend Joan Casciari @seyfarthshawLLP helps @SHRM and you sort out how FMLA, ADA, local leave laws and PTO can apply. S'not funny. Yes, it is.read more
This blog is courtesy of the Iowa Association of Business and Industry (ABI) and can be found on their website here.
Can individuals with disabilities benefit your business? Research, as well as my personal experience, says yes.
Multiple studies show hiring individuals with disabilities is good for your bottom line. While there were some differences by sector, a study by DePaul University comparing employees with and without disabilities in similar positions found employees with disabilities had longer tenure, fewer scheduled and unscheduled absences, and their job performance evaluations were almost identical. Spending less time in the hiring process and fewer disruptions in production are good for the bottom line.
Employees with disabilities can be loyal, reliable and hardworking. An additional benefit of employees with disabilities in the workforce is . . .read more
If your first reaction to an Immigration and Customs Enforcement (ICE) raid would be "Ice. ICE! Baby." and a slow exhale/shaking head, then read this from our our authors at Fisher Phillips now, which includes:
then check this breakdown of Vanilla Ice's "Ice Ice Baby".read more
Under the Fair Labor Standards Act (FLSA), “wages” paid to an employee are defined to include money, but may also include “facilities” such as the reasonable cost or fair value of board, lodging, or other facilities similar to board and lodging which are customarily furnished by the employer for the employee’s benefit.
Examples of other facilities are:
The FLSA permits employers to pay wages . . .read more