June 2017

HR Strategies goes above and beyond in managing customized HR solutions for companies that are motivated to reduce costs by using HR Outsourcing. As a Professional Employer Organization (PEO), HR Strategies becomes your Payroll Processing Company and Workers' Compensation Outsourcing, handles your Employee Benefits, provides Human Resource Consulting, works with you on Human Resources Regulatory Compliance, and provides Human Resource Training, as well as many other related HR responsibilities.

Our professionals enable small business owners to focus on their core competencies, rather than focusing on running payroll, providing employee benefits, or the many other facets of human resource administration. We allow business owners to concentrate on their passion, without being distracted by countless human resources responsibilities.
Rising Above the HR Investigation Nightmare

HR Stories From The Front Lines*
 


Have you ever investigated a seemingly straight-forward issue only to learn the situation was more complicated than you imagined? Where practically every person interviewed had a host of their own issues, complaints and problems? Discover how one HR Director rose above the chaos and confustion to complete her investigation.

Read more

(*These Incidents happened; but names and other details have been changed.)

Stay Up to Date on the Latest Employment Legal Updates

FEDERAL UPDATES
Could Your Organization Potentially be Accused of Employment Discrimination?
"He Didn't Say Hi To Me!" The Reality Of Retaliation
Court Finds Employee’s 4-letter Word Facebook Rant is Protected Concerted Activity
HELP! My Employee Keeps Submitting Ambiguous Doctor's Notes Extending Her Leave of Absence!
New EEOC Lawsuit Reminds Employers To Avoid Discriminatory Practices
Non-Union Employees Right to a Witness during an Investigation Finally Resolved

STATE UPDATES
Alabama: Workers' Compensation Act Is Unconstitutional
Arizona: Proposed Regulations for Arizona Paid Sick Leave Published
California: Clarifies its Paid Sick Leave Frequently Asked Questions
California: “Day of Rest” Statute Clarified
California: DFEH Publishes a Revised Sexual Harassment Brochure For California Employers
California: Attention California Employers — The California Wage Orders Have Been Updated
California: Hot Off the Presses - New Workplace Guidance for CA Employers
Georgia: Coming Soon – "Family Caregiver" Leave
Georgia: Localities Requiring "Predictive Pay" Prohibited in Georgia
Indiana: Localities "Banning The Box" Is Banned In Indiana
Rhode Island: New Medical Marijuana Case Impacts Rhode Island Employers
Wisconsin: Wisconsin Employers Beware – Disciplining an Employee for Misconduct Caused by Disability Can be Discrimination

 
Do you have an HR question that has been keeping you up at night? The following questions were submitted to our HR Professionals in the past month ...

Question #1
We approve a lot of unpaid time off around here. In fact, we have approved over 1,100 hours of unpaid time off since 1/1/17. That’s way too much!

The flip side of our savings in unpaid wages is a loss of productivity as this practice puts a burden on other employees and on operations in general.

Can we impose a penalty for taking unpaid time off? Negative vacation accrual? No bonus at year end? What are we able to do to get a handle on this problem?

Question #2
We have an employee that has an old football injury. He said he did some research and he feels that a stand-up desk could be helpful to him. He is inquiring as to whether the firm will buy this for him and, if not, if he can purchase one on his own. What would you recommend?

View the Answers
Religious Accommodation in the
Communal Refrigerator?

Brain Teaser

QTPi Production Company provides employees with a refrigerator to use in the employee break room/kitchen.

Except for the occasional complaint, (e.g. “My leftover meatloaf is missing!”) there have not been any significant issues – until now.

Samuel, a new employee has gone to Susie, the HR Manager, and requested that the company prohibit employees from storing non-kosher meats in the lunch room refrigerator. When Susie asks why, Samuel explains his religious beliefs forbid him from storing his food with non-kosher foods.

Susie immediately recognizes that religious accommodations are required and jumps into action. Susie assures Samuel that the company will make the change immediately. After Samuel leaves, Susie prepares a sign, “NO MEAT ALLOWED IN REFRIGERATOR – effective immediately” and sticks it to the refrigerator.

Within minutes, Susie’s in-box is full of emails from other employees complaining about the new policy.

What, if anything, should Susie have done differently?
  1. Nothing.
  2. Speak with Samuel about his religious beliefs to determine if there is a solution that will satisfy him and other employees.
  3. There is no reason to talk to Samuel any further. Take the sign off the refrigerator and buy him a small refrigerator where he can store his food.
  4. Send a reply to the complaining employees and explain that they should take up their issues with Samuel. After all, it was his request.
View the answer.

Avoid These Top Mistakes in
Your Employment Application
HR Trends

Is your organization hiring in the near future? Do you plan to use a job application to vet your applicants? To assist you in the preparation of your employment application, we have compiled a list of the top 10 mistakes organizations make in job applications. Review this list before preparing your next application.

Read More.


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.
 

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