Lucy was ambivalent about returning to work after the holiday weekend. She enjoyed the long weekend, of course. But as the HR manager she expects to hear wild and weird stories from other employees about what they did during the break. She’s not disappointed.
Walter shows up on Tuesday with a broken arm. He was at his favorite sports bar on Saturday with a group of friends watching several sports events. When his favorite team took the lead, he was so excited that he jumped off his bar stool. Unfortunately, his victory dance ended further away from his bar stool than he realized. Arms flailing, Walter succumbed to gravity. His right arm broke his fall with an audible crack. He spent Saturday night at the emergency room. He tells Lucy that he needs a reduced work schedule because typing one-handed is tiring.
Sheila shows up with a scowl, from which Lucy deduces that her marriage is still headed toward divorce. Sheila’s been complaining about her husband for two years to a diminishing crowd of friends. She can clear a room faster than a barrel of snakes. Sheila told Lucy to mind her own business when Lucy suggested that her personal life should be kept out of the office.
Lucy looks up as a shadow falls over her desk. It’s Bob, the company CEO, and he’s looking dyspeptic and annoyed. He drops into the chair next to Lucy’s desk and takes a deep breath. He wants to know if he can kick a few people for doing dumb stuff on their own time over the weekend.
- She can tell him that kicking might break his foot so he should try hitting people with a blunt instrument.
- She can offer to write a policy that outlaws fun during off hours.
- She can caution him about trying to regulate employee behavior outside the office.
Many companies have HR policies that cover high risk behavior, such as bungee jumping, motorcycle or car racing, and other high risk activities. However, attempting to dictate employee behavior outside of work is generally frowned on.
If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.
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