By: Ashley Staab “To handle yourself, use your head; to handle others, use your heart.” – Eleanor Roosevelt We have seen the number of calls for sensitivity or diversity training increase in the past year. While we are training more companies on topics like Workplace Harassment and Reasonable Suspicion, there is a growing need for […]
By: Rob Parker Earlier in my career I was the HR Director for a distribution center in northern Nevada comprised of administrative staff and warehouse employees working three shifts. Management had suspected that drugs were being dealt in the warehouse on the graveyard shift, but we had no proof. One day a long-term and well-respected […]
By: Rob Parker In the current labor market—as tight as it is—employers are finding it difficult to find qualified candidates. That is something we hear every day. Because of that, many employers are considering candidates they would not have previously. For example, relatives of current employees. Sometimes these relatives are the most qualified candidates for the […]
By: Rob Parker In 2018, social media continues to be a problem for employers who may find the postings inappropriate at best and offensive or damaging at worst. What if the employer finds out about a disparaging tweet that an employee posted on Twitter? What if the tweet was not meant to be seen by […]
By: Rob Parker especially when it comes to intermittent leave. NAE has received several calls recently involving employers who desire to terminate employees just before they become eligible for FMLA, after they return from FMLA or while they are on FMLA. While there may be legitimate reasons for doing so, employers should be very careful […]
By: Rob Parker Periodically, employers can be somewhat parental and make decisions that are well intended but can lead to problems. For example, an employer witnesses a senior employee lifting heavy boxes and decides to transfer the employee to a less labor-intensive position. The employee enjoys his position and does not want to be transferred. […]
By: Rob Parker Does your company use a staffing firm or temporary agency to fill positions for an interim assignment or on a temp-to-hire basis? What if one of those contingent workers asked you (not the agency) for a reasonable accommodation due to a disability? Would you have an interactive conversation with the worker regarding […]
By: Rob Parker Have you ever experienced a manager who has gone rogue and potentially set the company up for liability? If so, this situation might sound familiar to you. An employee was called into her manager’s office. The manager informed her that he had heard a rumor that she was taking medication and believed […]
By: Rob Parker Can an employer force an employee to participate in a workplace investigation? A member recently called our HR Hotline with this dilemma. An accident occurred involving one of their customers on company premises. It was a bad accident and the customer was seriously injured. Before help arrived on the scene, for reasons […]
By: Rob Parker Among several definitions of the word shakedown is “extortion, as by blackmail or threats of violence.” While the situation detailed below did not rise to the level of threats of violence, the employer certainly felt as though it was being extorted or blackmailed. Are you prepared for such a scenario? An employer […]
